360 Degree Appraisal: Definition & Feedback
Unlike conventional appraisal techniques, a 360-degree appraisal is a management tool where the manager and an employee evaluate the latter’s performance. It is also known as multi-rater feedback. 360-degree feedback also allows you to receive feedback from superiors, peers, clients, and other staff members.
Are you confused about how 360-degree appraisal and feedback work? Ahead in the article, we will talk in detail about the meaning, operating mechanism, and advantages-disadvantages of the 360-degree appraisal method.
What Is the Definition of A 360-Degree Appraisal?
A 360-degree appraisal is a method of performance review. In this method, different parties, from employers to team members, analyse an employee’s performance anonymously and provide one-on-one feedback later.
Interesting facts about this appraisal method:
- 360-degree appraisal is a developmental tool, not a rating tool. It focuses on providing feedback, not rating an employee’s performance.
- 360-degree appraisal method, combined with different performance review techniques, yields more significant results for the organisation and employees.
- It is a well-rounded review system that helps you determine your strengths and weakness. It helps you aspire for the highest-paying jobs in the organisation.
- When appropriately executed, a 360-degree appraisal system can be a boon to an organisation or have drawbacks.
What Is 360-Degree Feedback?
360-degree feedback is a process that allows an employee to understand their strengths and weaknesses. In this feedback system, the employer and other staff members, like co-workers, peers, subordinates, and people that share the same work environment, provide feedback to an employee. They analyse their performance and share tips to improve or better it.
Key takeaways from 360-degree feedback
- 360-degree feedback is a review process that includes 8-12 people, including the employee, employer, and peer members.
- The feedback mechanism also provides an employee with a self-rating survey, which includes the same questions answered by the manager and other members.
- 360-degree feedback is also a tool that leaders use to understand their strengths and weaknesses.
How does a 360-degree appraisal and feedback system work?
360-degree appraisal and feedback are a tool that allows employees to get feedback from their managers and co-workers. Here’s how the process takes place. This process is not standardised, which means it can change from company to company.
- An administrator invites 6-10 entities to complete an anonymous online feedback form.
- Employees are also given self-evaluation forms to judge their performance.
- The reviewers’ responses turned into a report presented during the 360-degree feedback.
- Using this report, the employee and reviewers discuss the former’s performance. They also suggest ways to increase their efficiency and productivity.
- A follow-up plan is set to monitor the employee’s performance in the long run.
This process is monitored by the administrator, who can be a part of the organisation or an external individual with experience in performance appraisal or employee management.
Note: Ever wondered what makes 360-degree performance appraisal and feedback different from other review methods? The structural framework and the rules of the appraisal system allow the employee to learn how each staff member of the organisation views them.
Moreover, it lets the employee and employer understand different facets of their personalities.
What Are the Advantages and Disadvantages Of 360-Degree Appraisal and Feedback?
Below will help you understand the pros and cons of the 360-degree appraisal and feedback method.
| ADVANTAGES OF 360-DEGREE APPRAISAL AND FEEDBACK | DISADVANTAGES OF 360-DEGREE APPRAISAL AND FEEDBACK |
| It provides feedback to the employee from different sources, which helps them understand how others perceive them as a part of the organisation.
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It can cause misunderstanding or conflicts in the organisation if the process is implemented and executed hastily. |
| The employee gets to understand their strengths and weakness. It also gives them clarity on the role they play in the organisation. | The review process focuses on the weaknesses and shortcomings of the candidate and side-lines their strengths. |
| It offers constructive feedback for employees to work on and improve their performance. | Often inexperienced raters are part of the review process. Therefore, sometimes these performance reviews are unreliable. |
Frequently Asked Questions about 360 Degree Appraisal
What is a performance review?
Often, employees get confused between performance reviews and performance feedback. So, here’s what is performance review:
It is a periodic assessment that evaluates the overall performance of an employee. It also throws light on the contribution of the workforce to the organisation. Performance review is often followed by feedback, in which the manager discusses your performance and suggests ways to overcome your shortcomings.
What is 360-degree feedback and appraisal, and why is it important?
As discussed earlier, 360-degree feedback and appraisal are appraisal tool that includes parties like managers, staff members, subordinates, leaders, and other members of the organisation, providing you with a periodic performance review.
The main aim of the process is to assist an individual in understanding their strengths and weaknesses. It also provides an employee insight into a different aspect of their work and the need for professional development.
How important is upskilling during the 360-degree appraisal?
Upskilling doesn’t play any significant role in 360-degree appraisal. However, it plays a vital role in advancing your career by helping you advance your skills and expand your knowledge.
If you are planning to upskill, taking an Emeritus India certification course will benefit your career growth and advancement. We have partnered with renowned Indian institutes to offer online certification courses in data science, sales, digital marketing, finance, and logistics.
