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Companies have attempted to improve employee performance evaluations in the21st century by expanding feedback to include peers, subordinates, and internal and external customers, along with conventional supervisor evaluations, according to the Business Dictionary definition of360 degree feedback. This feedback mechanism gets its name from the all-around feedback on competence-based performance. Like any evaluation tool, the360 degree feedback has common advantages and disadvantages.
According to Star360 Feedback, "360-degree feedback has the greatest impact when used to evaluate and improve the performance of whole organizations." Companies can use data collected on feedback programs to monitor consistent patterns or areas of weakness for employees within the organization.
Without an anonymous system, backlash from supervisors or retaliation from colleagues could limit workers' willingness to share true feelings in the feedback process.
Subordinates observe different behaviors in a supervisor than that supervisor's same-level colleagues and his managers. Additionally, customers have a different perspective on an employee's behaviors.
Advantages :
Disadvantages:
Main advantage is that it eliminates bias and discourages the Team Leaders / Heads from indulging in sycophancy & boss appeasement.
Main Disadvantage is that if this practice of feedback is carried out in organisations which are not professionally managed and have poor ethics, it can certainly be disasterous for the team members who give negetive feedback of their bosses.
Some of the well-known advantages of360-degree feedback are:
· Employees get a broader perspective of how they are perceived by people they interact with at work;
· It gives workers a more rounded view of their performance;
· Feedback is perceived as being more valid and objective, thus leading to results acceptance and required actions.
Despite the dramatic rise in its popularity, the360-degree feedback is far from being perfect. The disadvantages of using this tool, as highlighted from practice, are:
· Employees do not always give honest feedback;
· Lack of action following feedback;
· Poor implementation of the360-degree tool will negatively affect employees motivation;
· Employees might be put under stress when receiving or giving feedback.