Tesco also uses a method known as 360-degree appraisal. This means all stakeholders who have contact with the employee assess the person's performance and give feedback. For example, a store department manager may get feedback from their manager, their 'buddy', other department managers, the HR department and their team. This helps to identify areas that may require further development.
Tesco also uses a more informal approach to development by asking employees to write down three things they believe they are good at and three things they believe they could do better. The employee identifies actions to continue to do more of the good things and improve areas they could do better.