Dear All!
I have a question, is 360 degree Appraisal a better appraisal System?
How many of us are sure about the fair and impartial appraisal process if we go by 360 degree format?
Is there any fool proof method to restrict any kind of partial and unfair means in the whole Appraisal Process.
Request your inputs and comments on the same.
Best regards
Vamsee Godavarthy
From India, Hyderabad
I have a question, is 360 degree Appraisal a better appraisal System?
How many of us are sure about the fair and impartial appraisal process if we go by 360 degree format?
Is there any fool proof method to restrict any kind of partial and unfair means in the whole Appraisal Process.
Request your inputs and comments on the same.
Best regards
Vamsee Godavarthy
From India, Hyderabad
Dear Friend,
Kindly click on the following link, it will give you some required information,
https://www.citehr.com/download-list...=360+Appraisal
Pls let me know was this information useful,,
If not let me try out more & give information,,,,
Regards
M. Peer Mohamed Sardhar
093831 93832
From India, Coimbatore
733Kindly click on the following link, it will give you some required information,
https://www.citehr.com/download-list...=360+Appraisal
Pls let me know was this information useful,,
If not let me try out more & give information,,,,
Regards
M. Peer Mohamed Sardhar
093831 93832
From India, Coimbatore
Hi Vamsee - Good question. 360 has many critics as well as adopters.
The bottom line is whether the organization that decides to implement it has a culture that can use 360 to its benefit.
360 can put a lot of pressure on the both the appraisers and the appraisees. In some cases, 360 has even lead to serious problems like driving people to suicide.
Its like a knife - you can cut a throat or an apple.
SK
From India, Bangalore
The bottom line is whether the organization that decides to implement it has a culture that can use 360 to its benefit.
360 can put a lot of pressure on the both the appraisers and the appraisees. In some cases, 360 has even lead to serious problems like driving people to suicide.
Its like a knife - you can cut a throat or an apple.
SK
From India, Bangalore
From my experience with the process, three things make 360 degree appraisal more powerful.
.1. Because more people are involved there is a wider perspective of opinions and therefore the feedback is not just - 'the manager thinks......'
.2. Managers generally are not very good at challenging poor performance - or indeed praising high performance, when there is a powerful 360 degree report sat on the desk - it makes life easier for the manager to challenge or praise.
.3. The other people involved in completing questionnaires realise that they are scoring questions about someone else and maybe these are the behaviors that they themselves should be demonstrating.
The BIG danger is that people are scared of being honest in case they are challenged by the person receiving the feedback. So critical in the process is a mechanism to protect the anonymity of the more sensitive populations (those are the scores and the comments that really bring the process to life)... The best way to do this is to make sure that at least 2 people from each sub-group involved (e.g. Direct reports of the person being appraised) complete the questionnaires so that they are not isolated.
Final observation is that when we have run a 360 process twice in the same company, providing that the people are not challenged for being honest - it is the second run of the process that provides the most valuable information.
Hope this helps -
.1. Because more people are involved there is a wider perspective of opinions and therefore the feedback is not just - 'the manager thinks......'
.2. Managers generally are not very good at challenging poor performance - or indeed praising high performance, when there is a powerful 360 degree report sat on the desk - it makes life easier for the manager to challenge or praise.
.3. The other people involved in completing questionnaires realise that they are scoring questions about someone else and maybe these are the behaviors that they themselves should be demonstrating.
The BIG danger is that people are scared of being honest in case they are challenged by the person receiving the feedback. So critical in the process is a mechanism to protect the anonymity of the more sensitive populations (those are the scores and the comments that really bring the process to life)... The best way to do this is to make sure that at least 2 people from each sub-group involved (e.g. Direct reports of the person being appraised) complete the questionnaires so that they are not isolated.
Final observation is that when we have run a 360 process twice in the same company, providing that the people are not challenged for being honest - it is the second run of the process that provides the most valuable information.
Hope this helps -
Community Support and Knowledge-base on business, career and organisational prospects and issues - Register and Log In to CiteHR and post your query, download formats and be part of a fostered community of professionals.
Managment - The Performance Appraisal Question and Answer Book.pdf