Advantages of using 360-degree performance appraisal at the workplace

Personnel evaluations are an essential element for growth in any company or organization, but it can only work if done right. However, when not handled effectively, giving and receiving feedback often fails. Evaluations require a lot of thought and planning if they are to help in achieving objectives. Leaders of organizations should ask themselves how good they are at providing feedback and, in turn, be open to receiving feedback from other team members.

This article describes some advantages of 360-degree performance appraisal as part of the performance management process to ensure that everyone in the organization benefits through it. Let's start:

1. The appraisal is holistic and valuable

The 360 appraisal system collects feedback from everyone, including managers, collaborators, peers, self-assessments, and sometimes even customers (depending on the employee's role). All the stakeholders involved in the everyday working life of this collaborator receive a link to complete the survey. This system allows diverse information. With an audience and a database of responses from different stakeholders, it highlights a variety of critical points that might otherwise be overlooked. This system also provides a unique opportunity to discover areas that may need more work. This can be incorporated into employee development and engagement plans.

2. It's an ongoing process that helps shape the organizational culture

Each performance review is conducted based on certain fundamentals. These core values on which performance is evaluated carefully revolve around the company's beliefs. If a 360 feedback tool is introduced, it can be implemented so that the competencies reflect the organization's vision and standards of behavior, performance, and interactions.

If reinforced several times, over time, this practice can make it possible to establish standards that define and shape the organizational culture. By adhering to these core competencies and making them part of the performance management system, employees can receive feedback on how they are doing when it comes to following the company's values in their day-to-day performance. This will help instill these values in the daily lives of employees.

3. Employee professional development

Most organizations are working to make their employees more competitive and productive. This is because professional development is one of the most important reasons employees stay in the same company. A 360-degree performance appraisal makes this easier for companies, as feedback from multiple evaluators serves as a great source of information on the improvements needed to become a better professional. In addition, anonymous surveys help employees understand what they need to work on to be their best selves at work.

4. Decrease discriminatory comments

One-on-one feedback from managers can be taken negatively by the employee. An anonymous 360-degree feedback system negates this aspect, as it comes from several people in various job roles. Therefore, the feeling that one is being discriminated against based on identities, such as race, age, or gender is eliminated. The feeling that a private event can generate negative criticism is also minimized and avoids alterations in the work environment.

Many organizations have adopted the 360 evaluation tool approach, hoping that it will magically solve all their performance management problems. Unfortunately, while the evaluation process has a significant positive impact on employee engagement and motivation, it must also be managed effectively. Otherwise, it is doomed to become a failure. Acting cautiously and using technology correctly can only make such reviews a success.

Apply 360-degree performance appraisal with Vorecol 360 feedback

Vorecol 360 feedback is the ideal software for applying 360-degree performance appraisal for personnel, as it has configurable tools that help centralize results. Choose different types of questionnaires to evaluate other staff competencies specific to their role. You can do this easily by entering the e-mail addresses of both the evaluated and the evaluators into the system, choosing the type of questionnaire to be applied, and sending them the link to the test.

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