Question

360-degree feedback appraisal process. define this unique performance management appraisal tool, how it will be implemented, the added value to each employee of using this type of system, and what the consequences might be of an employee receiving a low rating.

Answer 1

Definition and Implementation of 360 Degree Appraisal:-

Currently almost every multinational company use the 360 degree feedback appraisal process to evaluate the employees, using this method feedback mostly collected from the peers, supervisor , subordinates , team mates , clients and some companies takes feedback from their clients too about the employee. Reviews and surveys are constructed to provide a transparent and valuable feedback according to their on job performance.

we can divide into four parts to a good 360 degree appraisal which are given below.

1- Self review/rating:- In the 360 degree self appraisal the 1st part is self review where it given an employee to judge him/herself for strengths,weakness his achievements ,process knowledge and to judge his own performance considering the job expectations.

2- Superior's review/rating:- This segment follows the traditional part of this 360 degree appraisal where employee's responsibilities and actual performance is always rated by superior. Superior gives his thoughts about that particular employee.

3- Subordinates review/rating:- In the 360 degree appraisal method we can judge the employee by his subordinates for communication,motivational abilities, process knowledge and leadership qualities. In this part subordinates view evaluate the leadership skills and also shows the quality of making man or shaping the talent because subordinates only can explain about the equal opportunities given by the leader for enhancing their knowledge.

4- Peers reviews/rating:- In the 360 degree appraisal format it is also important to know about that employee from the peers he is working with because most of the time he works with them only and they can judge them better on team work, co-operation and sensitivity towards the other team members.It is also includes the correct feedback given by the peers which can help to evaluate an employee whether he is a good team worker or not and also have the co-operation approach.

We can also consider that 360 degree appraisal is very developmental tool if we conduct this on regular intervals effectively very often yearly. It will help to keep a track of the changes other's perceptions about the employees of the organization or company. It is also found suitable for managers also because using this they can assess their leadership and managing styles too. This 360 degree appraisal is now being used by the most prestigious organization across the globe.

Using the 360 degree appraisal format organisation's can add the values of each employee because it offers a more comprehensive view towards the performance of employees , it also build the trust of employee about their appraisal and peers feedback will surely help to strengthen the self development of the employees.

This method also build the sense of satisfaction among the employees which lead to an employee a more responsible towards the work,clients and organization as well.

Consequences of low rated employees:- Especially for the low rated employee in 360 degree appraisal system we may see a reduced approach for engagement further and a distrust for his leader/supervisor may arise in his mind .It will also lead to not working with the team he was currently working or sometime such employee may ask to the HR to changes their process or to change their team because that employees will not be interested to work with that team and supervisor anymore.

To summarize the answer I will only say that 360 Degree appraisal method is the most convenient and transparent way when we talk about performance appraisal.