360 Degree Appraisal: Unveiling Pros & Cons for Enhanced Engagement

While the 360-degree feedback system has many advantages, there are also certain disadvantages.

For example, when thinking about a method that is effective enough to improve employees performance, there could be quite a few options to choose from: implementation of key performance indicators (KPIs), online training, or even requiring customer involvement to offer an external view to employees.

All these strategies could work, but an analysis of the work team must be made; for this, the 360-degree appraisal includes the perspective of multiple sources that interact with the subject to be evaluated. If you are wary of this evaluation process, here are the pros and cons of 360 appraisals.

Pros and cons of 360-degree feedback

Pros of 360

One of the biggest draws of the 360 appraisal system is that the employee receives more accurate and complete feedback from a group they collaborate with, versus just feedback from their leader.

In this regard, the boss doesn't spend all day with the employee and therefore has a limited view of the employee's strengths and weaknesses. By including the supervisors, colleagues, subordinates, and customers, the employee benefits from a better performance review of their work as perceived by others

Acceptance rate

Increases accuracy and reduces the chances of discrimination

Opening up the feedback process, so more people can reduce the chances of discrimination or personal bias from an individual evaluator. Human Resources strives to create an objective performance appraisal process. But subjectivity inevitably infiltrates when managers deal with blind spots and their standards of success.

For example, some managers naturally tend to rate people higher, while other managers may be more conservative in their ratings.

Object of collective improvement

The 360-degree feedback system can increase respect for others, underscore empathy, and improve the relationship between team members. In addition to strengthening your team, employees will feel more responsible. The multi rater feedback can also open lines of communication within the group. All team members can speak to share standards and expectations.

Actions based on results

After receiving the feedback, each individual will create an action plan for professional development. That places the responsibility for development on the employee, not the manager. The feedback received should improve the employee's skills and effectiveness. Productivity should increase, and customer service should improve. This will help the organization achieve its annual goals.

360 degree feedback disadvantages

Here are some cons of this methodology. The 360-degree feedback system can be expensive. In addition, when HR recommends the process, surveys may not be implemented across the organization. Therefore, HR should incorporate such evaluation into the performance management process.

Harmful agreements

Another problem involves the possibility of evaluators joining in and agreeing to inflate or deflate another employee's rating artificially. Similarly, an evaluator could use the tool to take revenge on another employee. In the last example, the evaluator may stand out as a lone wolf to discard the rating. The first example may be more challenging to identify and prevent.

It is the responsibility of human resources to ensure that the process is based on observed behaviors and does not reflect personal biases.

Ensure anonymity and confidentiality

With 360-degree performance appraisal, there is no mechanism to clarify further and elucidate the feedback provided when evaluators are anonymous. When evaluators are not unknown, they can censor their genuine opinions.

Some companies feel that 360-degree assessment can focus too much on the negative feedback and not enough on the positive. The questions asked in the survey should be carefully worded to uncover both positive and negative behaviors.

Coherence between objectives and questions

Many organizations make the mistake of not connecting a 360-degree feedback system to their vision and goals. For feedback to be meaningful, the questions asked in the survey must be related to the organizations' strategic objectives. One way to do this is to make sure the questions assess the competencies described in the job description.

The role of human resources

Human resources should make 360 feedback tool part of the overall performance management process. The questions asked in the survey should be relevant to your specific organization. Many providers sell 360 degree appraisal. The chosen program should relate to the strategic objectives, job descriptions, and competencies of the organization.

Human resources should provide training to every employee. This training should include a timeline to ensure employees receive your constructive feedback on time. In addition, training should teach people how to interpret their results and create an action plan for their employee engagement

As we see, it is essential to take these points into account to get the most out of the 360 evaluation tool and improve the companies' performance.

Use Vorecol 360 feedback and online tool to apply 360-degree performance appraisal

Improve the 360-degree feedback system with Vorecol 360 feedback. First, evaluate your staff efficiently and effectively because the Vorecol 360 feedback model allows the administrator to coordinate more quickly since it has a reasonably large question bank. In addition, you can choose the group of questions that most adheres to the type of appraisal you want to perform. Finally, to apply the survey, it is enough to enter the emails of the evaluators and the evaluated, grant them access, and ready, they can start with the feedback exercise.

Use Vorecol 360 feedback, the circular evaluation software that allows you to assess in your way, simplify processes and guide the development of your organization.