Why choose a 360 Degree Feedback process?
360 Degree Feedback performance reviews tend to have a higher level of employee acceptance and involvement than a 180 Degree appraisal process. They are acknowledged by performance management experts to be more objective than 180 Appraisal Systems.
By helping peers to understand each others’ work and by airing grievances in a non-threatening manner, 360 Degree performance review also improves communication within the organisation. This ultimately means improved teamwork and higher performance. For employees, this also engenders a more open and enjoyable place to work.
Why choose a 360 Performance Review process?
Even for a small business, 360 Degree performance reviews can be helpful. They help to bring out issues which are normally never spoken. They can reduce tension, improve communication, and ultimately, they can raise the employee’s performance considerably.
360 feedback tends to be most effective when people don’t feel threatened by the process. Ideally, employees should know that the 360 feedback process will not be used for setting pay levels, bonuses or be linked in any way to disciplinary action.
Here are some of the other benefits of 360 Degree feedback performance reviews
Benefits of 360 feedback to the employee:
- 360 feedback gives staff more rounded and comprehensive feedback on their performance than a simple 180 appraisal.
- It leaves employees in no doubt about how others perceive them.
- It helps to make individuals aware of improvements they need to make in their behaviour.
- It helps staff members to manage their own performance.
- It gives quantifiable results that individuals can relate to.
To the operational team:
- Ensures more open communication between team members.
- Builds trust and mutual respect within the team.
- Engenders a climate of greater commitment towards colleagues.
- Improves the team ethos – team members start to treat others the way they would like to be treated themselves.
- Involves team members in the team development process.
To the organisation:
- Acts as a driver for change both for individuals and the organisation as a whole.
- Improves communication within the organisation and encourages a more open culture where giving and receiving constructive feedback is the norm.
- Enhances the performance management process.
- Encourages employees to work for the organisation as a whole, not just for themselves.
Download this essential Performance Appraisal Guide. A handy list of the key actions to take when preparing for the appraisal, during the appraisal meeting and throughout the year.