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360 degree feedback as part of performance appraisals
A 360 degree feedback system (sometimes referred to as a multi-rater system) helps an organisation to capture feedback about an individual from a range of people including his or her line manager, colleagues and direct reports (sometimes known collectively as the respondent group).
The respondent group can be as wide or varied as you wish and the 360 feedback can cover every aspect of an employee’s (appraisee’s) performance. The 360 feedback data is then compared with the appraisee’s own assessment (self-perception) of their performance. In some 360 degree appraisals external contacts, partners and other stakeholders may also be involved as part of the respondent group.
In essence, appraisees get a feel for how they are seen by others. The beauty of a tailored 360 feedback system is that you choose the criteria (behavioural competencies) against which appraisees are rated. Competencies may relate to behaviour, technical ability, interpersonal style, leadership … in short, whichever criteria you choose to introduce on the 360 feedback form. We can guide you with this if you wish.
Why incorporate 360 feedback into your performance appraisal system?
One of the key benefits of 360 degree feedback is that employees feel more motivated to work as a team. Because appraisees are assessed anonymously by their colleagues, not just their line manager during the 360 process, they get a true feeling for how others perceive them in terms of their performance and commitment.
360 degree appraisal can be beneficial regardless of the size of your organisation. It provides a confidential and anonymous platform through which employees can communicate honestly and without reserve.
If introduced professionally, 360 degree appraisals tend to have a higher level of employee acceptance and involvement; this is because they’re acknowledged to be more objective than standard 180 appraisal systems. By helping peers to understand each others' work and by airing grievances in a non-threatening manner, 360 feedback also improves communication within the organisation. This ultimately means improved teamwork and higher performance. For employees, this also means a more open and enjoyable place to work.
Even for a small business, 360 degree appraisals can be beneficial. They help to bring out issues which are normally never spoken, to reduce tension, improve communication, and ultimately to raise the employee’s performance considerably.
360 degree appraisals tend to be most effective when people don’t feel threatened by them. Ideally, employees should know that the 360 process will not be used for setting pay levels and bonuses or be linked in any way to disciplinary action.
For the individual:
> Gives individuals more rounded and comprehensive feedback on their performance than a 180 appraisal.
> Leaves individuals in no doubt about how others perceive them.
> Makes individuals aware of improvements they need to make in their behaviour.
> Helps individuals to manage their own performance.
> Gives quantifiable results that individuals can relate to.
For the team:
> Ensures more open communication between team members.
> Builds trust and mutual respect within the team.
> Engenders a climate of greater commitment to colleagues.
> Improves the team ethos. Team members start to treat others the way they would like to be treated themselves.
> Involves team members in the team development process.
For the organisation:
> Acts as a driver for change both for individuals and the organisation as a whole.
> Improves communication and encourages a more open culture where giving and receiving constructive feedback is the norm. > Enhances the performance management process.
> Encourages employees to work for the organisation as a whole, not just for themselves.
