The document discusses whether 360 degree feedback should be used for development purposes or performance appraisals. 360 feedback collects anonymous ratings from employees' coworkers. There is disagreement on whether it should be used to measure productivity for salary/promotions (performance appraisals) or provide development feedback. When used for development, it can provide baseline performance data and motivate employees to improve. However, linking it to formal reviews may cause employees to take it personally and resist change. The feedback works best when designed well and used to develop employees and improve company atmosphere, not for performance measurement.

1. Should 360 Degree feedback be
used for development purposes
or for performance appraisals?

2. 2
The Crux
Development
purpose of
employees
Performance
appraisals
360
Degree
feedback
The nature of 360 degree feedback is to collect the anonymous
feedback ratings for employees from all the people, the employees
work with.

3. 360 Degree feedback
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As performance appraisals measure the productivity of employees in a
company and is used for salary increase and promotions of the employees,
there is a huge disagreement on how 360 degree feedback should be used
.
Fair baseline data about their current performance against some standard
More productive
The intention behind the 360 feedback is to provide an opportunity to
employees to see themselves as others see them

4. 360 degree feedback
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Improve the
performance
Improve behaviour
Improve
atmosphere
of your
company
If you are planning to use 360 degree feedback in your company then
consider using the one that has a good design, is carefully planned, and is
fully customizable to suit the needs of your organization.

5. Feedback ratings by 360 reviewers
Feedback scores of individuals are high when the feedback is
conducted openly as compared to the scores when the feedback is
conducted confidentially.
40% of the raters are ready to change their ratings, if the feedback
is linked to the performance appraisals.
When feedback is used for development purpose, goal settings and
for the growth of the organization, it can create an atmosphere of
trust and can be taken by individuals positively
The 360 feedback in such a scenario can motivate employees to
work towards the improvement of their individual performance
On the contrary, if the feedback is associated with the performance
appraisal of individuals, they can integrate it with their self image,
become defensive, and become reluctant to change
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6. Thank You
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