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What do you mean by 360 degree appraisal? What are the relative merits and demerits of 360 degree appraisal?

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Question added by Mohammed Ashraf , Director of International Business , Saqr Al-Khayala Group
Date Posted: 2016/02/28
Sidrah Nadeem
by Sidrah Nadeem , Global Marketing Manager , Hill & Knowlton

  1. Self evaluation
  2. Feedback from peers
  3. Feedback from supervisors
  4. Feedback from subordinates

TARIG BABIKER AL AMIN
by TARIG BABIKER AL AMIN , Head of Planning and Studies Unit , Sudanese Free Zones and Markets Co.

 

A 360 degree appraisal is a type of employee performance review in which subordinates, co-workers, and managers all anonymously rate the employee. This information is then incorporated into that person's performance review

 

Purpose

 

In a 360 degree appraisal, a staff member's work for a specific period of time, often a year, is discussed and critiqued by other employees. The 360 degree process is different in that it obtains feedback from co-workers and subordinates instead of just from the direct supervisor. The goal of the process is to better understand how the employee is functioning as part of the team and to improve the ways team members work together

 

How Does It Work

 

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  1. Define the
  2. Explain the 360 degree process
  3. Define job
  4. Distribute
  5. Consolidate feedback
  6. Present appraisal
  7. Review and comment
  8. Finalize the process

 

Lesson Summary       

 

Employers sometimes use a 360 degree appraisal to get a thorough idea of how an employee is performing. These performance reviews incorporate anonymous ratings from subordinates, coworkers, and managers, allowing the people who work with the employee to weigh in on that person's performance. This allows human resources and other management professionals to get a better idea of how an employee functions as a member of a team, usually during a specific period of time

 

For example, a 360 review may cover employee performance over the course of a year. The 360 degree appraisal process follows a few specific steps including distributing questionnaires among employees and reviewing the appraisal with the employee being appraised.

 

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360-degree feedback, also known as multi-rater feedback, multi source feedback, or multi source assessment, is feedback that comes from members of an employee's immediate work circle. Most often, 360-degree feedback will include direct feedback from an employee's subordinates, peers (colleagues), and supervisor(s), as well as a self-evaluation. It can also include, in some cases, feedback from external sources, such as customers and suppliers or other interested stakeholders. It may be contrasted with "upward feedback," where managers are given feedback only by their direct reports, or a "traditional performance appraisal," where the employees are most often reviewed only by their managers

 

The results from a 360-degree evaluation are often used by the person receiving the feedback to plan and map specific paths in their development. Results are also used by some organizations in making administrative decisions related to pay and promotions. When this is the case, the 360 assessment is for evaluation purposes, and is sometimes called a "360-degree review." However, there is a great deal of debate as to whether 360-degree feedback should be used exclusively for development purposes,[1] or should be used for appraisal purposes as well

 

Vinod Jetley
by Vinod Jetley , Assistant General Manager , State Bank of India

Most often, 360-degree feedback will include direct feedback from an employee's subordinates, peers (colleagues), and supervisor(s), as well as a self-evaluation. It can also include, in some cases, feedback from external sources, such as customers and suppliers or other interested stakeholders.

Ahmed Mohamed Ayesh Sarkhi
by Ahmed Mohamed Ayesh Sarkhi , Shared Services Supervisor , Saudi Musheera Co. Ltd.

it is meaning 4 category every one 90 degree

self performance 90

staff performance 90

manager performance 90

customer performance 90

 

Khalid Ghaffar
by Khalid Ghaffar , Consultant for Business Development , Waters Corporation USA

A 360 degree appraisal is a type of employee performance review in which subordinates, co-workers, and managers all anonymously rate the employee. This information is then incorporated into that person's performance review.

360 Feedback as a Development Tool to help employees recognize strengths and weaknesses and become more effective. When done properly, 360 is highly effective as a development tool. Feedback recipients gain insight into how others perceive them and have an opportunity to adjust behaviors and develop skills that will enable them to excel at their jobs.

When it’s done well, 360 programs allow all your team members to improve in key areas that might be limiting their upward career path or actually causing major conflict within a team. When it’s done poorly, 360 programs create mistrust, anger, conflict and can leave a team with lower morale than when you started the exercise.

Why 360 Programs Fail:

 

1.      The Boss doesn’t get involved or discounts the program’s importance. 360 programs that get driven by HR without much attention from the boss are not effective.

2.      People offer comments that are personal in nature rather than constructive. Some people have had really bad 360 experiences.

3.      No plan is set following receiving the feedback. 360 data is only helpful to the extent that it gets acted upon and used.

4.      Lack of confidentiality. People who have never gone through the 360 process before are usually initially worried about how the data will be used and if it will remain confidential. You need to ensure you assure them up-front that it is a confidential process and won’t come back to haunt them at performance review time.

5.      Forgetting the strengths and only focusing on weaknesses. Some companies totally disregard the strengths that get uncovered in the 360 process. The attitude seems to be, “we’ve got to locate your weaknesses and obliterate them.”

Conclusion:

 

If you do the opposite of the points made above, you’re well on your way to making the experience a positive one and, more importantly, one that will actually help each person on your team and the team as a whole. When 360s are done poorly, they can be a disaster; however, when they’re done well, they can be a major part of driving accelerated growth for a team and an organization.

Mohamed Abou El Azem
by Mohamed Abou El Azem , Bachelor of Law , Bachelor of Law

Thanks for the invitation and agreed with experts answer

Shahul  Hameed Mohammad
by Shahul Hameed Mohammad , Human Resources Generalist (HR Generalist) , S A CO

Agree with experts' answer as it has the merits of allround appraisal from peers superiors, subordinates and others like customers but has the demerits like the appraisal may not be correct and honest. 

Ghada Eweda
by Ghada Eweda , Medical sales hospital representative , Pfizer pharmaceutical Plc.

360 degree feedback is a multi source assessment, where individual’s performance is assessed and feedback is recorded from a number of people that may include Managers, Subordinates, Colleagues and customers. The assessment in the feedback takes the form of rating against certain performance dimension. While if the feedback is from the subordinates to the managers, it is referred to as 180 degree feedback. The methodology for the feedback is that data is obtained through the questionnaires that measure behaviors of individuals from different perspectives against list of competencies. A typical 360 degree feedback may cover the following aspects of performance *Shared Vision and Mission *Strategic Orientation *Leadership *Teamwork *Communication *Organizational Skills *Decisiveness *Drives *Adaptability Thus 360 degree feedback is one common tool used in performance management and annual employee evaluations . This tool solicits feedback from many different coworker perspectives. Instead of hearing only the manager’s perspective, this tool takes into consideration the thoughts and perspectives of several other people who interact with the employee. Since this tool typically provides honest feedback, there are different ideas on the benefit and value of this kind of feedback mechanism. The merits of 360 degree appraisal could be: 1. Offer a more comprehensive view towards the performance of employees. 2. Improve credibility of performance appraisal. 3. Such colleague’s feedback will help strengthen self-development. 4. Increases responsibilities of employees to their customers. 5. The mix of ideas can give a more accurate assessment. 6. Opinions gathered from lots of staff are sure to be more persuasive. 7. Not only manager should make assessments on its staff performance but other colleagues should do, too. 8. People who undervalue themselves are often motivated by feedback from others. 9. If more staff takes part in the process of performance appraisal, the organizational culture of the company will become more honest. On the other hand the demerits of the 360 degree appraisal could be: 1. Taking a lot of time, and being complex in administration 2. Extension of exchange feedback can cause troubles and tensions to several staff. 3. There is requirement for training and important effort in order to achieve efficient working. 4. It will be very hard to figure out the results. 5. Feedback can be useless if it is not carefully and smoothly dealt. 6. Can impose an environment of suspicion if the information is not openly and honestly managed.

adadi ABDERRAHMAN
by adadi ABDERRAHMAN , قائد الفريق , STE SOTA COGENORD SARL

Thank you for the invitation and agreed with the answers to colleagues

Deleted user
by Deleted user

With the answer, Mr. Ahmed Mohamed

thanks for the invitation

Mohamed Helal
by Mohamed Helal , Project Manager , GROUP CONSULT INTERNATIONAL

Thanks for invitation....I endorse answers given by colleagues &Experts

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