The Use of 360-Degree Feedback in Performance Appraisals
The Use of 360-degree feedback in performance appraisals
Introduction
The focus of this essay will be “The Use of 360-degree feedback in performance appraisals". My understanding of 360 degree feedback is that it gives employees feedback from the people they work around, including managers, peers, customers and even suppliers. It measures behaviours and competencies and provides feedback on how others perceive an employee it also addresses employers if employees are not up to scratch and if not what can be done to improve them.
From researching 360 degree feedback one can see what it is used for, one now can understand that 360 degree feedback is used to get full feedback for an employee by getting feedback from above, below and around the employee it can be a positive thing if carried out correctly it can help improve team work by seeing what other employees think and what the employee is doing wrong. It can also be a negative thing if the employee takes it the wrong way as they might think other employees don’t like them which could lead to a lot of dentition.
There are alot of advantages and disadvantages of using 360 degree feedback in performance appraisals. Some of the advantages are combined opinions which gives a well rounded view which can be more accurate, skills such as leadership, are best judged by people below a manger instead of above, also if there is a problem with an employee it can be difficult to ignore when expressed by a number of colleagues, it can help improve a company’s performance. While the disadvantages of using 360 degree feedback in performance appraisal first of all its time consuming and costly, the technique is often restricted to management levels, results can often be destroyed by organisational politics or culture, 360 degree feedback can be destructive unless handled carefully and sensitively, it can also generate an environment of suspicion unless managed openly. These are just a number of advantages and
Introduction
The focus of this essay will be “The Use of 360-degree feedback in performance appraisals". My understanding of 360 degree feedback is that it gives employees feedback from the people they work around, including managers, peers, customers and even suppliers. It measures behaviours and competencies and provides feedback on how others perceive an employee it also addresses employers if employees are not up to scratch and if not what can be done to improve them.
From researching 360 degree feedback one can see what it is used for, one now can understand that 360 degree feedback is used to get full feedback for an employee by getting feedback from above, below and around the employee it can be a positive thing if carried out correctly it can help improve team work by seeing what other employees think and what the employee is doing wrong. It can also be a negative thing if the employee takes it the wrong way as they might think other employees don’t like them which could lead to a lot of dentition.
There are alot of advantages and disadvantages of using 360 degree feedback in performance appraisals. Some of the advantages are combined opinions which gives a well rounded view which can be more accurate, skills such as leadership, are best judged by people below a manger instead of above, also if there is a problem with an employee it can be difficult to ignore when expressed by a number of colleagues, it can help improve a company’s performance. While the disadvantages of using 360 degree feedback in performance appraisal first of all its time consuming and costly, the technique is often restricted to management levels, results can often be destroyed by organisational politics or culture, 360 degree feedback can be destructive unless handled carefully and sensitively, it can also generate an environment of suspicion unless managed openly. These are just a number of advantages and