What is a potential advantage of using multi-source assessments?

Using multi-source assessments offers the advantage of providing a well-rounded view of an employee's performance. This type of assessment, often referred to as 360-degree feedback, gathers input from various sources such as peers, subordinates, supervisors, and sometimes clients. The diverse perspectives help paint a more comprehensive picture of how an employee performs in different contexts and situations.

For instance, while a supervisor may focus on an employee's achievement of specific goals and their ability to meet deadlines, peers may provide insights into collaboration and teamwork, and subordinates might highlight leadership qualities and supportiveness. By synthesizing these varied evaluations, organizations can identify strengths and areas for development that might not be visible through a single perspective. This holistic approach can improve employee development plans and ensure more comprehensive performance appraisal processes.

The other options do not capture the essence of multi-source assessments effectively. Eliminating supervisor input would undermine a crucial perspective on performance, increasing complexity typically detracts from clarity in evaluations rather than enhancing it, and focusing solely on numerical data limits the potential richness of qualitative insights that multi-source feedback can provide.