The 360 degree feedback is the complete performance appraisal system. This system offers the employees from people working in the same organization such as supervisors, subordinates, and co-workers. These people provide their input on the employee behavior and performance. This type of appraisal has significant benefits. This technique has also become very popular among people. Some of the major benefits of 360 performance review and evaluation in comparison to other forms of appraisal and assessment have been enumerated below.
Impact and Perspective
Since 360 degree feedback uses a wide range of perspectives, it enables the employees to obtain a thorough understanding of the impact that they have on people when they interact with them every day. People judge others based on their personal expectations and experience and this can skew results. The supervisors might judge an employee on the basis of their output. While on the other hand, the co-workers judge an employee bases on the pleasantness they show and the subordinates judge a supervisor on the basis of their fairness. When all these perceptions are combines, you obtain a complete analysis. As a matter of fact, multiple perspectives also offer credibility to the feedback which makes the appraisal more meaningful. This can lead to real behavioral change.
Trust and Relationship
Traditional review system might damage the relationship that is shared by the superior and the subordinate. This can be due to a number of factors such appraisal based on the recent performance when a subordinate’s expectations are based on the whole year. In contrast to the traditional appraisals, a 360 degree feedback will create and trust and teamwork. Employees work hand in hand and help each other out. This helps in gaining an understanding of actions and performance. Thus, this feedback, especially when the results are positive can help in building up trust among employees for fostering high performance.
This appraisal system is good for conducting a review of top level executives. Traditionally, executives find it difficult to secure a genuine feedback on the performance. They often tend to assume that failure and success of the company is an ideal indicator of their effectiveness. Though this might be true to some extent, allowing the employees and also the lower-level managers to offer a feedback without any fear of retribution can help to a significant extent. The reviews can be conducted either anonymously or openly. However, when you conduct an executive appraisal, an anonymous review will generate the most honest responses.
Apart from providing the manager with a closer look at their performance, the subordinates can read their review for obtaining job satisfaction just by giving an assessment on their supervisor. When a subordinate is asked to review the supervisor, it makes them feel that the management cares about every employee. When an employee notices a change in the behavior of the manager after a feedback, they tend to feel more valued. They feel that they can bring about a positive change in the place that they are working in.