360 Degree Performance Appraisal Process

 

Figure 1: 360 Degree Performance Appraisal; Source: AssessTEAM

What is 360-degree appraisal?

The term "360 Degree Appraisal" refers to a review conducted by upper management, the immediate supervisor, colleagues, subordinates, oneself, and consumers. Six people, including the employee or manager in this case, are evaluating his or her performance. He accordingly receives feedback on his performance from those around him. Because so many various parties participate in the evaluation, this method is quite trustworthy. Due to their ongoing interactions and collaboration with the employee or boss, these parties are in the best position to assess him. This technique is mostly applied to measuring employee performance. However, it is also used to assess other traits like skills, conduct, morals, tempers, loyalty, and so forth (Akrani, 2011).


Figure 2: 360 Degree Diagram; Source: HRMP Human Resources Management Practice

 

“The first documented use of surveys to accomplish 360-degree feedback was in the 1950s, by the Esso Research and Engineering Company” (Thornton, 2017).


360-degree appraisal expansion into mainstream use

Following the widespread adoption of 360° feedback by some enormous international enterprises, it seeped down to smaller businesses. One of the pioneers in the use of 360-degree feedback for performance reviews was Jack Welsh, CEO of General Electric. In each feedback cycle, he utilized the information to support terminating the poorest 10% of employees. Since then, Jack Welch's rigorous streamlining method has given way to a more sophisticated application of 360s. Companies of all sizes have shifted away from penalizing employees for their perceived flaws and toward using feedback to recognize and build on each employee's strengths. The idea of 360 degree feedback gained popularity from this time forth in the 1980s, and over the course of the following 20 years, the term "360 degree feedback" began to be widely used in HR departments. However, the expansion was still ongoing (ODRL, 2019).


Conclusion

Performance appraisals involve more than just evaluating a person's performance and assigning rewards or penalties as a result. Instead, it aims to better align and enhance a person's performance in order to achieve the organization's overarching objective.


Reference

Akrani, G., 2011. Kalyan City Life. [Online]
Available at: https://kalyan-city.blogspot.com/2011/05/360-degree-appraisal-meaning-and-six.html
[Accessed 28 11 2022].

ODRL, 2019. Organisation Development & Research Limited. [Online]
Available at: https://www.odrl.org/2019/12/27/360-degree-feedback-history/
[Accessed 28 11 2022].

Thornton, S., 2017. bizfluent. [Online]
Available at: https://bizfluent.com/13364553/the-history-of-360-degree-feedback
[Accessed 28 11 2020].

 

 





Comments

  1. W.M Dananjaya Jayaweera BandaraDecember 9, 2022 at 1:41 AM

    Employees that participate in a 360-degree feedback system or process receive private, anonymous feedback from those who work with them. The management, colleagues, and direct reports of the individual are frequently included in this.

    ReplyDelete
  2. Ismail SarjuneDecember 10, 2022 at 9:24 AM

    360 feedback reviews are useful to the employee as they provide a well-rounded and balanced view of their skills and behaviors

    ReplyDelete
  3. Ahamed Satham BlogDecember 10, 2022 at 9:30 AM

    360 Degree Performance Appraisal Process is a great way to ensure that employees are evaluated fairly and objectively. By getting feedback from peers and supervisors, it helps create an overall picture of how the employee is performing and allows for more accurate and comprehensive assessments. This type of system also encourages a more open and transparent work environment, as employees can be sure their performance is being judged in a fair and equitable manner.

    ReplyDelete

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