360 Degree Performance Appraisal

What is 360 Degree Performance Appraisal?

A 360-degree performance appraisal is used to judge the behavioural aspects of the performance of the managers. These are the aspects that all people related to the manager in the professional space can comment on.

Feedback is taken from the manager being appraised, peers and subordinates by asking them to answer a questionnaire covering different aspects of expected performance factors. In this system, the subordinate can unburden themselves from the fear of negative rating by them as the feedback is offered anonymously.

It is very prevalent in today’s scenario. Corporations like Aditya Birla Group, SBI, Thomas cook etc are all using this tool to get a much real picture of their managers and the prevailing company culture.

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Benefits of 360 Degree Performance Appraisal

Below are the benefits of a 360-degree feedback system:

• Larger and balanced picture of individual performance
• Effective in causing behavioural change
• Reveals unique information
• Helps identify development needs
• Promotes self-directed learning

Larger and balanced picture of individual performance

It gives a much-balanced view about a person’s performance as there are multiple feedbacks received. If a number of people say the same thing then it is harder to ignore it. It is advantageous in a way that it is not dependent on just one person’s subjective opinion.

Effective in causing behavioural change

If the same feedback is provided by different employees for the manager being appraised, it is a sort of evidence that is difficult to ignore. When such feedbacks are communicated to the managers, they are resolved to make changes in their work methodology whenever required.

Reveals unique information

Since 360-degree feedback is taken anonymously it unburdens the subordinates and peers from giving any negative feedback about the team leader. Similarly, it removes the blockage in the minds of the managers who are reluctant to give any positive feedback about the subordinates.

Helps identify development needs

It gives an insight in the organizational framework, efficiency and culture. It helps identify the development needs which other methods fail to identify.

Promotes self-directed learning

360-degree feedback system makes the managers aware of the deep-seated problems in their working approach. They get to know their peers and subordinate’s perception about them vis a vis what they perceive about themselves. Such overwhelming evidence brings an inner drive in the managers for self-directed learning and improvement.