What is 360 Degree Feedback ?
This is a performance appraisal method falling under performance management. "360-degree feedback is also referred to as multi-source assessment or multi-rater feedback." (Armstrong, 2006). Here the performance of the employee under review is been reviewed not only on his or her performance or achievement of tasks and KPIs, but in other aspects as well. Other qualities such as interaction, leadership, teamwork, management, work habits, working relationships etc. are also reviewed along with the performance of the employee.
The review is conducted by Line Managers, Peers, Customers(if applicable) and Subordinates. Thus as the name implies, it is a 360 degree or an all round feedback on the employee under review.
The appraisal will usually consist of 8-10 persons providing feedback. It could be a questionnaire to provide rating on a given statement and/ or with open ended questions.
How is it different from a Normal Appraisal Process ?
This is different from the traditional approach, where the manager provides his/her feedback on the employee based on their target achievements and performance on job goals. The 360 degree view provides the employee under review a more balanced image of how his/her contribution to the organization by others in different levels of association with him/her.
Strengths of 360 Degree Feedback
- Provide the employee under review a balanced feedback on his/her contribution to the organization
- More reliable feedback to management
- Allows to identify the areas to be developed both on individual and organizational basis
- Impacts positively on Team Development
- Results in improved Customer Service
Drawbacks of 360 Degree Feedback
- Process is lengthy and time consuming
- Additional workload for employees
- Feedback could be based on personal grudges etc.
- Lack of action of received feedback
- Sense of insecurity on receiving negative feedback from peers and subordinates
An organization should attempt to reap the benefits this new feature in performance management which in turn would be a great tool in proving a great employee experience in the organization.
References
Armstrong, M.(2006) Human Resource Management
Practice.10th edition. London:Kogan Page Limited.
CPID (2017) 360 Degree Feedback. Available from https://www.cipd.co.uk/knowledge/fundamentals/people/performance/feedback-factsheet
[Accessed 12th December 2017]
Heathfeild, S. (2017) [online] 360 Degree Feedback: The Good, the Bad and
the Ugly Available from https://www.thebalance.com/360-degree-feedback-information-1917537
[Accessed 12th December 2017]
Heathfeild, S. (2016) What Is a 360 Review in the Workplace? [online] Available from https://www.thebalance.com/what-is-a-360-review-1917541 [Accessed 12th December 2017]
Organisations should evaluate which performance system is effective according to the culture. And ensure which practice will support.its strategic objectives. 360 degrees will improve employee attitude job satisfaction and connectivity. However if the system is well implemented and gets honest feedback appraisals should link with rewards.
ReplyDeleteI think 360-degree feedback processes are most suitable in larger organizations. In order for the 360-feedback process to work, employee need to engage with it proper way, and use it on a regular basis. If only part of the team uses it, it loses many of its benefits. If feedback and input is not coming from part of the team the evaluations and suggestions lose their value
ReplyDelete