360-DEGREE APPRAISAL

WHAT IS A 360-DEGREE APPRAISAL?

  • Question: What does the term “360-degree appraisal” refer to?
  • Answer: A 360-degree appraisal, also known as multi-rater feedback, is a performance evaluation process that gathers feedback from multiple sources, including supervisors, peers, subordinates, and sometimes external stakeholders, to provide a comprehensive assessment of an employee’s performance and behaviors.

KEY COMPONENTS OF 360-DEGREE APPRAISAL:

  • Question: What are the key components of a 360-degree appraisal?
  • Answer: Key components of a 360-degree appraisal include:
  1. Multiple Raters: Involving feedback from various sources, such as managers, peers, direct reports, customers, or other stakeholders who have interacted with the employee.
  2. Confidentiality: Ensuring anonymity and confidentiality of feedback to encourage honest and candid assessments from raters without fear of reprisal.
  3. Customized Questionnaires: Developing customized feedback questionnaires or surveys tailored to the employee’s role, responsibilities, competencies, and performance expectations.
  4. 360-Degree Feedback Process: Facilitating the feedback collection process through online surveys, interviews, or paper-based assessments, allowing raters to provide feedback anonymously and securely.
  5. Feedback Analysis: Analyzing and synthesizing feedback from multiple raters to identify common themes, patterns, strengths, weaknesses, and development areas.
  6. Feedback Discussion: Conducting feedback discussions between the employee and their manager or coach to review and discuss the feedback received, clarify perceptions, and establish development goals and action plans.
  7. Development Planning: Collaborating with the employee to create a personalized development plan based on feedback insights, addressing areas for improvement, building on strengths, and enhancing performance effectiveness.
  8. Follow-Up and Support: Providing ongoing support, coaching, and resources to help the employee implement their development plan, track progress, and achieve performance improvement goals.

BENEFITS OF 360-DEGREE APPRAISAL:

  • Question: What are the benefits of using a 360-degree appraisal?
  • Answer: Benefits of a 360-degree appraisal may include:
  1. Comprehensive Feedback: Offering a holistic and multi-dimensional assessment of an employee’s performance from various perspectives, providing a more accurate and well-rounded view.
  2. Enhanced Self-Awareness: Increasing employees’ self-awareness by providing insights into their strengths, weaknesses, blind spots, and areas for growth from multiple sources.
  3. Improved Performance: Identifying opportunities for performance improvement, skill development, and behavior change based on feedback insights and recommendations.
  4. Increased Accountability: Encouraging accountability and ownership of performance outcomes by involving employees in the feedback process and empowering them to drive their development.
  5. Enhanced Team Dynamics: Strengthening team collaboration, communication, and trust by promoting open and constructive feedback exchanges among team members.
  6. Fairness and Objectivity: Minimizing biases and subjectivity in performance evaluations by aggregating feedback from diverse sources and perspectives.
  7. Support for Development: Providing valuable input for creating targeted development plans, coaching interventions, training initiatives, and career development strategies aligned with employees’ needs and aspirations.
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By leveraging the 360-degree appraisal process, organizations can gain valuable insights into employee performance, foster a culture of continuous feedback and development, and drive individual and organizational success.

 

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