Dear Prema,
Using the repertory grid principle, interview someone you work with or are responsible for to elicit his or her implicit ‘performance theory’. Invite him/her to pick two people he/she knows and would consider to be good performers, two he/she would consider to be poor performers, and two ‘in between’. Write the names of these people on six separate cards; number them, shuffle them, and then pick out cards 1-3. Ask the interviewee to identify two who are similar and different from the third and to explain on what basis they are making these judgments (write the similarities and differences down). Ask them to repeat the process until they have exhausted the comparisons in this set of three cards. Ask them to pick cards 4-6 and to repeat the process. This will generate a list of similarities and differences. Content analyze the ‘explanations’ alongside the interviewee to ascertain the underlying assumptions about performance emerging.
Evaluate your performance from up to five different points of view: self, peer, boss, and, if relevant, subordinate and customer. Put yourself in their shoes. If you feel brave enough, check out your perceptions with theirs.
Above is the explanation from the internet.
Hope this solves your query.
Regards,
Octavious