5. What is 360 degree performance appraisal?
Organizations set goals for employees and
assess their performance against these goals.
The assessment of employee performance is
usually done once or twice a year and is termed
as Performance Appraisal.
In a performance appraisal, an employee does
self-appraisal of his/her own performance, and
the manager also assesses the employee's
performance. 360 degree performance
appraisals are also known as multi-rater
feedback where apart from employee and
manager, multiple other people, who have
closely worked with an employee, give
feedback to an employee. The relevant people
who would give feedback for an employee
include self, manager, direct reports /
subordinates, peers, customers or vendors.
Useful materials: • performanceappraisal360.com/free-128-performance-appraisal-forms
• performanceappraisal360.com/free-ebook-2456-phrases-for-performance-appraisals
6. Benefits of 360 degree appraisal
The following are the benefits of 360 degree
review:
• Employee will be able to know their
feedback from multiple people point of view.
This would let them know how they have
performed as managers, as peers and so on.
Based on the feedback, employees get a
broader perspective on their performance
and would work to improve on some of their
limitations.
• 360 degree feedback reduces manager bias.
Since a lot of people give feedback, any
extreme rating between a manager and others
can be looked into and the reasons can be
found out.
• Getting 360 degree feedback, acts as a good
motivator for employees. Employees who
generally receive feedback only from
managers, look forward to feedback from
others.
Useful materials: • performanceappraisal360.com/free-128-performance-appraisal-forms
• performanceappraisal360.com/free-ebook-2456-phrases-for-performance-appraisals
7. Advantages of 360 degree appraisal
• Offer a more comprehensive view towards the
performance of employees.
• Improve credibility of performance appraisal.
• Such colleague’s feedback will help strengthen self-
development.
• Increases responsibilities of employees to their
customers.
• The mix of ideas can give a more accurate
assessment.
• Opinions gathered from lots of staff are sure to be
more persuasive.
• Not only manager should make assessments on its
staff performance but other colleagues should do,
too.
• People who undervalue themselves are often
motivated by feedback from others.
• If more staff takes part in the process of
performance appraisal, the organizational culture of
the company will become more honest.
Useful materials: • performanceappraisal360.com/free-128-performance-appraisal-forms
• performanceappraisal360.com/free-ebook-2456-phrases-for-performance-appraisals
8. Disadvantages of 360 degree appraisal
• Taking a lot of time, and being complex
in administration
• Extension of exchange feedback can
cause troubles and tensions to several
staff.
• There is requirement for training and
important effort in order to achieve
efficient working.
• It will be very hard to figure out the
results.
• Feedback can be useless if it is not
carefully and smoothly dealt.
• Can impose an environment of suspicion
if the information is not openly and
honestly managed.
Useful materials: • performanceappraisal360.com/free-128-performance-appraisal-forms
• performanceappraisal360.com/free-ebook-2456-phrases-for-performance-appraisals
9. Who should conduct 360 degree performance appraisal?
• Subordinates.
• Peers.
• Managers (i.e. superior).
• Team members.
• Customers.
• Suppliers/ vendors.
• Anyone who comes into contact
with the employee and can provide
valuable insights and informatio
Useful materials: • performanceappraisal360.com/free-128-performance-appraisal-forms
• performanceappraisal360.com/free-ebook-2456-phrases-for-performance-appraisals
10. WHO ARE THE STAKEHOLDERS IN DOING 360-
DEGREE ASSESSMENT?
360 degree respondents for an employee can be
his/her peers, managers (i.e. superior),
subordinates, team members, customers,
suppliers/ vendors - anyone who comes into
contact with the employee and can provide
valuable insights and information or feedback
regarding the “on-the-job” performance of the
employee.360 degree appraisal has four integral
components:
• Self appraisal
• Superior’s appraisal
• Subordinate’s appraisal
• Peer appraisal.
• Self-appraisal gives a chance to the employee
to look at his/her strengths and weaknesses,
his achievements, and judge his own
performance.
Useful materials: • performanceappraisal360.com/free-128-performance-appraisal-forms
• performanceappraisal360.com/free-ebook-2456-phrases-for-performance-appraisals
11. Steps to conduct 360 degree appraisal
The 360 degree feedback performance appraisal
process is a comprehensive evaluation system for
the individual managers. This comprehensive
performance appraisal system provides feedback
on a manager’s performance collected from a
variety of people with whom he/she interacts
regularly. Sources of feedback include the
manager’s direct supervisor, peers, customers,
vendors and a self-assessment.
Steps to be followed for the purpose are:
• Determine the right skills to assess.
• Carefully select the raters.
• Explain the intent.
• Ensure confidentiality.
• Keep it simple.
• Search for strengths rather than weaknesses.
• Follow up.
Useful materials: • performanceappraisal360.com/free-128-performance-appraisal-forms
• performanceappraisal360.com/free-ebook-2456-phrases-for-performance-appraisalsUseful materials: • performanceappraisal360.com/free-128-performance-appraisal-forms
