A performance appraisal is a regular review of an employee’s job performance and overall contribution to a company. Systematic evaluation of the performance of employees and to understand the abilities of a person for further growth and development. Normally, we can see four different types of performance appraisal systems such as Behavior Check List, 360 Degree Appraisal, Management by objective and Psychological appraisals.
Out of them, I would like to explain more about the 360-degree appraisal. So, let’s start with this question, is the 360-degree feedback method, a great employee’s performance analysis tool.
What is 360-degree appraisal?
A 360-degree appraisal is also known as multi-rater feedback or multi-source feedback, is a type of employee performance review in which subordinates, co-workers, and managers all anonymously rate the employee. This information is then incorporated into that person’s performance review. This method attempts to look at the employee as a whole person and not just through the eyes of the manager.
Who should participate in 360 performance appraisals?
As I mentioned in the above paragraph, Subject, Supervisor, Subordinate and Peer should be participating in this 360-degree performance appraisals.
How to set up the 360-degree assessment?
We have to explain the purpose and benefits of the review to everyone. Set goals for the process and make sure you chose the right participants. Ensure the review process is clear to the reviewers, manager, and subject. After that, you have to collect all the reviews. Before discussing his results with the subject, you should discuss with subject’s manager then draw an action plan for the subject. For some performance appraisals, people usually do every six months but for these 360 appraisals, once a year is fine.
What are the Pros of 360-degree performance appraisal?
As we all know, more feedback is always better, and you can see how others see you more. That’s why you can build strong relation with your colleagues and can create a better teamwork and you can also increase self – awareness. Your employer can provide a full perspective of strengths and weakness.
What are the Cons of 360 – degree performance appraisal?
As 360-degree appraisal has to takes feedback from more people, it takes up a lot of time both from fellow team, HR and managers. The subject may too focused on weakness. It is okay to highlight area for improvement but remember to focus on strengths and how that strengths can be leveraged more on the team. If not done right, the performance appraisal can create a negative experience for both subject as well as manager.
Is 360-degree performance appraisal an effective way?
My answer is yes. The overall contribution of an employee isn’t measured with a simple performance review. Receiving more feedback from more people can find out yourself more. I would like to suggest doing anonymously. So, everyone can give their suggestions or opinion openly.360 reviews help organizations in varied ways such as employee development, performance review and succession planning