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What is a 360-degree performance appraisal?

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Quick Answer

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.

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What is a 360-degree performance appraisal?
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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.

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Related Questions

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    What happens at a typical employee evaluation meeting?

    A:

    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.

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    How does one write performance appraisal comments?

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    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.

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    How can one write a performance evaluation letter?

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    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.

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  • Q:

    What are types of performance appraisal systems?

    A:

    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.

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