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Performance Management
Appraisal 360
Like it or not the ever reliable and much debated 360 degree feedback is here to stay. Want to know how the Fortune 1000 companies have made use of it?
The 360 degree appraisal has been used by more than 90% of Fortune 1000 companies, for the past 10 years. It is a boon to the corporate world though it has its drawbacks. The pros definitely outweigh the cons. While traditional feedback processes have failed miserably, the 360 degree feedback has proved to be magical. As opposed to the conventional appraisal system, wherein the immediate supervisor provides the employee with unidirectional comments, the 360 degree relies on a multi-dimensional feedback.
The 360 degree performance feedback evaluates an employee’s performance by soliciting information and opinions about the individual’s performance from peers, managers, direct reports as well as internal and external customers. Also known as multi-perspective and peer-to-peer feedback, managers, supervisors and employees have found it to be effective in improving their performance.
Where is it applicable?
Many organisations have found the 360 degree appraisal to be useful in:
• Validating selection processes and development programmes
• Identifying training and development needs
• Pinpointing skills and competencies
• Making personnel decisions such as promotions, terminations, salary hike and probationary status
• Career development
• Employee coaching
• Supervisory training
• Management development
• Style and leadership awareness
• Needs assessment
How does it work?
The most popular model used, namely the skill model, lists the skills and behaviour necessary for effective job performance. The employee recommends eight to twelve people, for his 360 degree review. They can be direct reports, peers, bosses, internal customers or any individual...