If you are considering 360 degree feedback in your organisation, here are some questions to think about:
A performance appraisal system works best if there is a climate of open-ness and trust in an organisation - and this is even more critical when you are using this process.
Avoid introducing this tool as a way of getting information on employee opinions and attitudes - it is a tool designed primarily to give an individual feedback on his or her performance.
As with standard performance appraisals, there should be no surprises - but it can:
Online 360 degree feedback systems are growing in popularity. There are a lot of advantages to be gained, as they save time, support confidentiality and provide more information than traditional paper-based systems.
If these are being adopted, again a trial is recommended; one of the pitfalls of such systems is that the response rate and quality of data may be compromised due to the impersonal nature of the system.
People are more inclined to provide quality feedback if they are approached in person or by phone; emails are easier to ignore.
Monitor the system for quality control purposes, for example taking a sample of the completed forms. Are stated opinions backed up by facts? Have questions been interpreted in the way they were intended?
The desired end result is a motivated employee, so survey those involved to get their views.
To get answers to your questions regarding employee appraisal, download our Motivation and Performance Appraisal Audio Guide
To get a broader view of how to manage employee performance, click on the Performance Management Cycle page.
Download our Sample Employee Appraisal Forms and Guidelines.
Then click on The Performance Appraisal Form - How to Complete.
When you are preparing for the employee appraisal interview, be sure to check out Performance Appraisals - The Interview Process.
And finally, to learn more about employee appraisal training and appraisal software, click on Performance Appraisal Tools for Managers.
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