Using 360 Degree Feedback

A 360 Degree Feedback tool acts as a pillar of your performance management process, providing an individual with an all-rounded feedback aspect of their performance in the workplace.  What exactly do you think when you hear about an organization or a firm? Definitely, it would be about CEO’s, partners, directors, managers and so on. It isn’t true. An organization is not only about directors or managers. It’s a power-packed unit comprising of several other blocks or units.  Each block functions as gears, which makes the mechanism of an organization works.

Nowadays, organizations walk an extra mile to enhance their productivity and elevate its standard. Its where modern-day strategies and frameworks cater you to double your outcome.  A successful organization tends to direct its employees towards constant success.  Its where the need for performance review system arises. 360-degree feedback or appraisal, aka multi-rater feedback, multi-source feedback, or multi-source assessment is a performance appraisal tool in which employees receives confidential, anonymous feedback from people around them. It typically includes directors, employees, managers, peers, subordinates – hence it’s called ‘’ 360 Degree’’.

Evolved in 1940, since then it became an effective management tool in employee development. 360 Degree Appraisal is a kind of feedback which is done by managers to analyze the performance of its employees and use it in the appraisal process. 360 Degree feedback is an evaluation tool which provides the employee an opportunity to receive performance feedback from his managers, directors, supervisors and four to five peers, reporting staffs, customers, etc. 360 feedback allows individual to acknowledge his\her effective as an employee.  The review is based on the feedback that is based on the behavior that other employees see.

Should management invest for implementing 360 Degree Appraisal System?

It’s a performance appraisal model to make sure that appraisal is done in a full-fledged manner considering the elements which surround the employee. Implementing 360-degree feedback can be very complicated and difficult. Implementing 360 performance appraisal model can be a judicious task for long term development of employees and for creating strong leadership front. It’s a holistic approach towards the performance of the employees. It concludes several factors, such as collaboration, teamwork, leadership, etc.

Here Are Some of the Reasons Due to which Organizations Should Prefer 360 Degree Feedback:

• To enhance review about performance and prospective of upcoming leaders.
• To spotlight the insight of manpower development and its needs
• To collect reviews and feedback from all employees to ensure organizational justice

Advantages of 360 Degree Appraisal

There are multiple advantages of 360 Degree Feedback. Here we have listed some of it:

• Increases Self-Awareness: One of the most crucial benefits of 360 Degree Feedback is it generates self-awareness. It acknowledges the employee about their behavior and gives an insight into how they are perceived by others in an organization.

• Balanced View: In 360 Degree Review, feedback isn’t only from higher officials such as managers or supervisors but also a variety of people, as it provides a well-rounded and balanced overview of their skills and performance.

• Leverages Strength: 360 feedback is the most efficacious tool in extracting employees’ strength. Unearthing employees hidden talents is the key aspect of personal improvement. Developing core talents is important for the employee’s career growth and for the company’s effectiveness.

• Chances for Skill Development: The most crucial aspect of 360 Reviews is it gives an individual a stage for enhancement of its skills and development of new talents.

• Improves Performance: Feedback is often mistaken with criticism. It’s a false belief. A negative comment is actually a constructive criticism which assists in formulating better decisions and enhancing performance.

STYLISH FEEDBACK DESIGNS

Disadvantages of 360 Degree Appraisal

There are certain drawbacks of 360 appraisals. Some of which are listed here below.

• Poor Leadership: If managers don’t actively participate or not enthusiastic about the feedback, then the appraisal program is likely to fail. 360 review is only effective when acted upon.

• Priorities: Priorities often affects the outcome of feedback programs. Too often 360 feedback survey is performed by managers to uncover the weaknesses among the team while it is intended to be done to put the emphasis on positive outcomes and feedback.

• Less Than 360 Degree Review: The success of 360 Degree feedback depends on how people engage with it and if uses it on a regular basis. If it used only to be a part of, then it might affect the benefits.

• Favoritism can affect the feedback of certain employees

• Focused on Weaknesses: Sometimes review program indulges too much in highlighting weaknesses of the employees rather than their strengths, which can really be discouraging.

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• Time-Consuming: The whole process of 360 feedback can be time-consuming as it depends on several factors, such as how many points need to be included, how many people need to be provided with feedback. Answering feedbacks requires thinking as you can’t just click through.

• Accuracy: The feedback survey results not always be 100% accurate. In a feedback survey, your colleagues may tend to be nicer than they usually think, or due to internal politics, they can be dishonest.

When does 360 Review need to Be Done in Your Organization?

In organizations 360 review system been widely used to promote a kind of culture in an organization. The foremost step while deciding to opt a 360 Degree feedback is to identify the behavior which makes a difference in your company.

• Promote change
• Gain a competitive advantage
• Achieve business target
• To start a new venture
• Improvise HR Management systems

360 Degree Performance Feedback is a survey program to spotlight the core competencies to professionals. Its purpose is to create a personal development plan for professionals by documenting its strengths and weaknesses. Furthermore, there always been a threat that internal conflicts between groups, departments, and employees could affect the accountability of the process. It should be ensured that politics, internal conflicts should not overcome the actual purpose of the process, which is to enhance skills, boost productivity as well as improvement of organization & even individual. You may even spike your presentation performance by using astonishing PowerPoint Designs.