When 360-degree feedback is used for performance evaluation purposes, it is sometimes called a 360-degree review there is a great deal of debate as to whether 360-degree feedback should be used exclusively for development purposes or for evaluation purposes as well. The 360 degrees performance appraisal method was first used in the 1940s analogous to the multiple points on a compass, the 360 method provides each employee the opportunity to receive performance feedback from his or her supervisor, peers, staff members, co-workers and customers.
In the study of industrial psychology, the 360-degree performance appraisal is a form of feedback where information on a supervisor’s performance is gathered from the supervisor and anyone else who has firsthand experience with the supervisor’s performancesthis includes, but is not limited to, their work peers, subordinates, managers, and customers.
Different methods of performance appraisal can include: 90 degrees, 180 degrees, 270 degrees, 360 degrees, 520 degrees and 720 degrees feedback. Now let us look at some of the advantages and disadvantages of 360 degree appraisal benefits of using the 360 degree performance appraisal system 1 creates a channel of open communication among employees: when a company adopts the 360 degree performance appraisal system, the employees working in the company are required to rate each other’s work. 360 degrees performance appraisal the 360 evaluation feedback method was first used in the 1940s analogous to the multiple points on a compass, the 360 method provides each employee the opportunity to receive performance feedback from his or her supervisor, peers, staff members , co-workers and customers.
The pros and cons of 360 degree performance appraisal by krishna reddy 2521 0 facebook twitter google+ when companies undertakes a 360 performance review or 360 degree appraisal system, they usually have a single follow up with the employee, annually headhunting tips and techniques for effective recruitment human resources. 360 degree feedback is a method and a tool that provides each employee the opportunity to receive performance feedback from his or her supervisor and four to eight peers, reporting staff members, coworkers, and customers most 360 degree feedback tools are also responded to by each individual in a self-assessment.
360 degree feedback, also known as a 360 performance review, includes feedback not only from the employee’s supervisor, but also from the employee’s customers, vendors, peers, and/or direct reports.
See what a 360 review accomplishes personal and organizational performance development: 360 degree feedback is one of the best methods for understanding personal and organizational developmental needs in your organization see the outcomes and methods for your 360 degree feedback process.