A 360-degree performance appraisal is an employee evaluation tool that includes feedback from a supervisor, subordinates, colleagues and customers. The purpose is to create a broader view of the employee's performance based on the impact of relationships with key stakeholders, according to an article by Terri Linman posted on San Diego State University's website.Continue Reading
The supervisor's assessment is similar to a top-down evaluation. The manager shares feedback on the employee's performance toward work goals and development of skills, notes Linman. For a manager, feedback from subordinates is helpful in recognizing strengths and weaknesses in leading and motivating workers. Colleagues can share insights on whether an employee is a team player or whether the worker is performing up to department standards. Input from customers or clients is especially useful in a customer-centric organization. If customers are not satisfied, the employee may need additional training or strategies.
The primary benefit of the 360-degree appraisal is its rounded perspective on the employee's performance. It minimizes the potential of a biased evaluation from a single supervisor. Steve Taylor for the Society for Human Resource Management notes that 360-degree appraisals may cause morale problems if poorly managed. When a company ties compensation and promotions to this type of appraisal system, risks include team conflict and misplaced goals. One strategy is to simply use it for feedback and communication purposes.Learn more about Careers
In an employee evaluation meeting, the supervisor and employee may review a written evaluation, discuss the employee's performance and make an action plan going forward. The meeting is often held in private at a predetermined time.Full Answer >
Performance appraisal comments should include specific research about employee performance and service, an evaluation of the employee's strengths and weaknesses, a comparison to previous reviews if applicable, an overall synopsis of the appraisal's findings and any salary adjustments that are applicable. Performance appraisal comments are often a good way to encourage an employee's career direction.Full Answer >
A performance evaluation letter should include specific details about the performance of a student or employee to validate positive or negative feedback. If the writer is supporting a promotion or pay raise, it should provide information about why that should be the case.Full Answer >
Common performance appraisal systems include the traditional top-down evaluation, peer assessment, self-assessment and 360-degree feedback. In a top-down appraisal, a manager rates a subordinate's performance on various criteria important to the job. The manager notes any areas for improvement and may suggest training opportunities.Full Answer >