Some organisations prefer to use 360-degree feedback as a form of performance appraisal. This process provides information on an employee’s performance from a number of sources – peers, subordinates and managers. Such appraisal should provide a wide range of information about skills, performance and working relationships.
360 DEGREE FEEDBACK
In 360-degree feedback, the peers, subordinates and managers fill in a questionnaire describing the employee’s performance. The questionnaire usually consists of a number of statements rated on a scale (e.g. from 1 to 5) and includes the opportunity to provide additional comment. The employee in question also completes the questionnaire to assess his or her own performance.
The process should be anonymous, and the feedback should be presented to the employee in aggregate or summary terms (i.e. as a feedback report).
To ensure the best possible results from the 360-degree feedback process, it’s important to ensure that: