360-Degree appraisal method

 

Figure 1: How to implement 360-degree performance appraisal?

 

What is 360-Degree feedback?

Employees who participate in a 360-degree feedback system or process receive private, anonymous feedback from others who work with them. The management, colleagues, and direct reports of the individual are frequently included in this. An employee's performance is evaluated based on the opinions of their coworkers, subordinates, line managers, external clients, partners, etc. in a process known as a 360-degree performance review, also known as 360 feedback (Custome Insight, 2023).

How 360-Degree feedback works?

A typical performance review method is frequently found inadequate in successful firms' efforts to assess and mentor their staff members toward continuous improvement. Each employee has the chance to get performance evaluations from four to eight peers, reporting staff, coworkers, and customers through the use of the approach and instrument known as 360-degree feedback. The majority of 360-degree feedback platforms also ask each person to rate themselves. When establishing and utilizing this kind of multi-rater feedback procedure, organizations can do a terrible job. However, implementing and maximizing the value of 360-degree feedback is doable with the appropriate procedures. This is significant because nothing sets off alarm bells more ferociously than a change in the way performance feedback is given, particularly when that change may have an impact on pay choices (M. Heathfield, 2022).

360-Degree feedback strengths

A 360-degree feedback system, when properly implemented, may help an individual, their team, and the organization in a variety of ways:

·       Valuable development tool

The 360-degree feedback system demonstrates to the subject the discrepancies between their own perception of themselves and those of others. The subject becomes more aware of their personality, strengths, weaknesses, beliefs, motives, etc. as a result of this increasing self-awareness. With this knowledge, individuals may modify their behavior and determine what kind of instruction they need. As a result, the subject can become more productive in their current position and in any future roles, they may pursue.

·       Multiple sources

A number of individuals, making it more credible and unbiased than, say, and feedback from a single manager, gives the input. In addition, if several people "agree" on the responses, the input is more likely to be accepted.

·       Career development

This input helps the organization by enhancing career development plans and implementation. Additionally, this supports the organization's commitment to employee growth, which helps with hiring and staff retention.

·       Improves communication

As a result of the subject understanding how others see them, communication within the team improves, fostering better teamwork.

·       Motivation

Knowing that other people offered the same comments gives the topic motivation to advance.

·       Customer service

If consumers and clients have responded to the survey, customer service could improve.

·       Safe environment

Since the system is private, responses may be provided without risk. If the method were not anonymous, a lot of the feedback would be too embarrassing for coworkers to share and would probably never be offered (Beqiri, 2018).

360-degree feedback weaknesses

Unsuccessfully implementing a 360-degree feedback system can lead to team mistrust, conflict, and low motivation.

·       Concentrating on negatives

Organizations may commit the error of undervaluing strengths and concentrate solely on flaws. The employee may become discouraged and either shut off or stop believing the feedback if all of the bad things were stated sequentially. Staff members should continue to play to their strengths while focusing on their areas of weakness.

·       Lack of customization

The survey could not be beneficial if it was not customized to the needs of the organization.

·       Conflicting feedback

Feedback may contradict each other, making it impossible to determine which is more correct.

·       Personal feedback

Instead of constructive criticism, respondents may offer personal commentary, which might agitate the topic and be of little use. Staff members must understand why they are participating in the survey and that it must be impartial and productive (Beqiri, 2018).

Figure 2: 360-Degree feedback process

Conclusion

By streamlining staff performance and efforts to effectively meet the established goals, performance management is a continuous and systematic technique that assures the attainment of organizational business goals. In order to help the firm achieve its strategic goals, performance management creates a year-round communication structure between managers and employees.

References

Beqiri, G., 2018. Vertual Speech. [Online]
Available at: https://virtualspeech.com/blog/360-degree-feedback
[Accessed 27 April 2023].

Custome Insight, 2023. Custome Insight. [Online]
Available at: https://www.custominsight.com/360-degree-feedback/what-is-360-degree-feedback.asp#:~:text=360%20Degree%20Feedback%20is%20an,%2C%20peers%2C%20and%20direct%20reports.
[Accessed 27 April 2023].

M. Heathfield, S., 2022. The Balance. [Online]
Available at: https://www.thebalancemoney.com/360-degree-feedback-information-1917537
[Accessed 27 April 2023].