Different Methods of Performance Appraisal
Question: How many degrees in a performance appraisal – 90 degrees, 180 degrees, 270 degrees, 360 degrees, 540 degrees or 720 degrees?
Answer: Depends which way your performance appraisal process is heading.
There are many methods of performance appraisal. Ideally, the method you choose aligns with your organisation’s culture, values and aspirations. The term ‘Performance Appraisal’ relates to the activities that help employees to understand what’s expected of them, set and achieve their work-related goals and perform to their best. An effective performance appraisal process should act as a motivational tool and not be seen as simply an assessment process. It should enable an organisation to manage employees so that they are accountable and have the necessary support and resources to achieve their roles. Ultimately, if a performance appraisal is carried out well, employees achieve their full potential and are able to improve their performance in line with the team and organisation’s objectives.
Introducing a new method of performance appraisal is one thing, conducting it effectively is another. Your managers must possess the professional behavioural skills to manage the process in a supportive and objective way. Our one day appraisal skills courses cover all the topics required. Our open appraisal courses are ideal if you have one appraiser to train and our in-house appraisal courses are cost-effective if you have a group of managers.
Here’s a quick rundown on 6 methods of performance appraisal.
This is the most basic form of appraisal. The appraiser/manager gives their evaluation of the employee. There is no self-evaluation. It’s one way and top down.
A 180 degree appraisal process involves the appraisee completing a self-evaluation form. The employee rates him/herself and gives feedback on their own performance. The self-appraisal is discussed and agreed with the appraiser during an appraisal review meeting. Once the information is agreed by both the appraiser and appraisee the appraisal is signed off.
The 270 Degree appraisal adds one more dimension and involves 3 groups of people: The appraiser/manager, the appraisee (self-appraisal) plus feedback gathered from peers or subordinates.
A 360 degree appraisal involves 4 groups of people. The appraiser/manager, the appraisee (self-appraisal) plus feedback gathered from peers and subordinates or customers/clients.
A 540 degree appraisal adds an external element as feedback is also collected from customers or clients. It has 5 dimensions: appraiser/manager, the appraisee (self-appraisal), peers, subordinates and customer/clients.
A 720 degree appraisal is basically a 360 degree appraisal performed twice. A second 360 degree is performed at a timely interval and compared against the results of the first 360 degree appraisal.
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.