360 Degree Feedback and Its Effect on Employee Development
360 Degree Feedback and its Effect on Employee Development
Illana N.Freeman
Spring 2010, Session A
Troy University
HRM 6623 – Training and Development of Human Resources
Dr. R. Voss
Abstract
The 360 degree feedback performance appraisal systematically gives employees the opportunity to receive confidential, anonymous feedback from the people who work around them. This typically includes the employee’s manager, peers, and direct reports. The feedback forms include questions which measures on a rating scale and also ask raters to provide written comments. The person receiving feedback also completes a self-rating survey that includes the same survey questions that others receive in their forms. If implemented properly, 360 degree feedback’s effectiveness act as a tool for employee’s development. Feedback recipients gain insight into how others perceive them and have a chance to adjust behaviors and develop skills that will enable them to excel at their jobs. The popularity of 360 degree feedback undeniably benefits any organization if employees willingly accept the feedback of others. The perceived benefits will help the personal development of workers only in the right organizational climate. The utilization of this method in wrong climate may result in a detrimental outcome. However, the decision to employ this tool requires close consideration and evaluation of the environment.
The corporate world typically performs annual performance appraisals. Although, the form and appraisal systems vary greatly, all designs of standard appraisals seek to help meet organizational goals. The appraisals help in improving performance, promotional opportunities, and furthering career development of employees involved. The traditional once a year performance suffers from the burden of several drawbacks. For examples, a single person, manager or supervisor, usually conducts the appraisals. The traditional annual appraisal lends to compromised effectiveness
Illana N.Freeman
Spring 2010, Session A
Troy University
HRM 6623 – Training and Development of Human Resources
Dr. R. Voss
Abstract
The 360 degree feedback performance appraisal systematically gives employees the opportunity to receive confidential, anonymous feedback from the people who work around them. This typically includes the employee’s manager, peers, and direct reports. The feedback forms include questions which measures on a rating scale and also ask raters to provide written comments. The person receiving feedback also completes a self-rating survey that includes the same survey questions that others receive in their forms. If implemented properly, 360 degree feedback’s effectiveness act as a tool for employee’s development. Feedback recipients gain insight into how others perceive them and have a chance to adjust behaviors and develop skills that will enable them to excel at their jobs. The popularity of 360 degree feedback undeniably benefits any organization if employees willingly accept the feedback of others. The perceived benefits will help the personal development of workers only in the right organizational climate. The utilization of this method in wrong climate may result in a detrimental outcome. However, the decision to employ this tool requires close consideration and evaluation of the environment.
The corporate world typically performs annual performance appraisals. Although, the form and appraisal systems vary greatly, all designs of standard appraisals seek to help meet organizational goals. The appraisals help in improving performance, promotional opportunities, and furthering career development of employees involved. The traditional once a year performance suffers from the burden of several drawbacks. For examples, a single person, manager or supervisor, usually conducts the appraisals. The traditional annual appraisal lends to compromised effectiveness