360 Degree Performance Appraisal

A 360 degree performance appraisal is a full circle system, of obtaining information about the employee /appraisee’s performance from the self, peers, subordinates, and internal and external customers. In human resources, 360 degree appraisal, also known as

360 degree feedback, multi-rater feedback, multi source feedback, multi source assessment or full circle feedback. Most often, 360-degree appraisal will include direct feedback from an employee's subordinates, peers, 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.

Employees view performance information from multiple sources as fair, accurate, credible and motivating.360 degree appraisal improves the quality of performance measures by using multi-raters providing a more balanced and comprehensive view.

The information is more reliable, valid and credible because the providers interact regularly with the employee at work.The 360 degree appraisal helps the HR department to have better understanding of the competitive advantage and disadvantages of the current manpower resources and tune them towards performance excellence and productivity.

Who should be included 360 degree performance appraisal ?

• Subordinates.

• Peers.

• Managers (i.e. superior).

• Team members.

• Customers.

• Suppliers/ vendors.

• Anyone who comes into contact with the employee and can provide valuable insights and information.

360 degree appraisal has five integral components:

1. Self appraisal

2. Superior’s appraisal

3. Subordinate’s appraisal

4. Peer appraisal

5. External Sources (Customers and Clients)

Not only does this method provide feedback from a variety of viewpoints, it also minimizes the bias problems that are inherent to evaluations.

The more appraisers an employee has, the more likely the biases of the raters will tend to cancel one another out, and the more perspectives will combine to give a complete, accurate and honest picture.

1. Self appraisal

Self appraisal is an important part of the Performance appraisal process where the employee himself gives the feedback or his views and points regarding his performance. Usually this is done with the help of a self appraisal form where the employee rates himself on various parameters, tells about his training needs, if any, it gives a chance to the employee to look at his/her strengths and weaknesses, his achievements, and judge his own performance.

2. Superior’s appraisal

Superior’s appraisal forms the traditional part of the 360 degree performance appraisal where the employees’ responsibilities and actual performance is rated by the immediate superior.

The superior is in a very good position to evaluate the performance of his subordinates. This is because they have direct and accurate information about the work performance of their subordinates. The superior-only performance appraisal is subjective and relies on the supervisor’s judgment.

3. Subordinate appraisal

Subordinates appraisal gives a chance to judge the employee on the parameters like communication and motivating abilities, superior’s ability to  delegate the work, leadership qualities etc.

4. Peers / Co-workers

Peer or colleagues co-workers also evaluate each other’s performance. They work continuously with each other, and they know each other’s performance. Peer evaluation is used mostly in cases where team work is important. Peers can help to find employees’ abilities to work in a team, co-operation and sensitivity towards others.

5. External Sources (Customers and Clients)

Customers can also evaluate the performance of the employees who interacts with them. This evaluation is best because it is objective. It is also given a lot of importance because the customers and clients are the most important person for the business. Organizations use customer and client appraisals to improve the strengths and remove the weaknesses of their employees. 

 

360 degree performance appraisal has high employee involvement and also have the strongest impact on behavior and performance. A 360 degree appraisal is generally found more suitable for the managers as it helps to assess their leadership and managing styles. This technique is being effectively used across the globe for performance appraisals.

 

Types of Employee Engagement Process implemented in the companies
How the job analysis can best benefit to the company
How to identify and apply performance management to get the best output from it?
Balance scorecard is necessary for achieving Goals of performance management
Balance scorecard is necessary for achieving Goals of performance management
How the job analysis can best benefit to the company
Types of Employee Engagement Process implemented in the companies
How to identify and apply performance management to get the best output from it?