In the last byte, we began our discussion on the 360 degree feedback, in today's byte, we continue the discussion.
By incorporating the inputs of all the stakeholders, we get a well-rounded view of the performance. This improves the accuracy of performance appraisal as it is based on multiple sources of information.
It is extremely possible that an individual might be presenting a very positive, compliant and deferential performance to the superior. He/She might be completely indifferent to the peers and could be seen as demanding, abusive and cruel by the followers! Thus a 360 degree feedback could give a lot of information that otherwise doesn’t surface!
Thus we could define 360 degree feedback as a process of self-evaluation and evaluation by a manager, peers, direct reports, and possibly customers!
In the next byte, we look at how we can enhance the effectiveness of 360 degree feedback.
By incorporating the inputs of all the stakeholders, we get a well-rounded view of the performance. This improves the accuracy of performance appraisal as it is based on multiple sources of information.
It is extremely possible that an individual might be presenting a very positive, compliant and deferential performance to the superior. He/She might be completely indifferent to the peers and could be seen as demanding, abusive and cruel by the followers! Thus a 360 degree feedback could give a lot of information that otherwise doesn’t surface!
Thus we could define 360 degree feedback as a process of self-evaluation and evaluation by a manager, peers, direct reports, and possibly customers!
In the next byte, we look at how we can enhance the effectiveness of 360 degree feedback.
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