Imagine you are a movie star and to understand how well you have performed, you wouldn’t just go and ask your director, right?
You would rather like to get feedback from everyone around you that has probably worked with you. This includes your crew members, co-stars, and your audience.
Similarly, as the name suggests, ‘360-degree Performance Appraisal’ follows the same approach. Herein, an employee not just gets feedback from his boss but also gets it from everyone in his surroundings. This includes his team members, colleagues, subordinates, and from clients & customers in some cases.
The basic idea is to get clear picture of the employee performance in a well-rounded manner.
Think of 360-degree performance feedback like creating a performance portrait from several angles where feedback is not just collected from bosses but also through peers and subordinates.
It’s more like assembling puzzle pieces to create a comprehensive picture of an employee’s strengths and improvement areas.
This approach is not only about what one person thinks, but also about collecting diverse perspectives for ensuring fairness and accuracy in the performance appraisal process.
Through anonymous surveys and questionnaires, you can easily provide a holistic evaluation for your employees free from individual preferences or biases.
This helps your employees to look at their performance via a multifaceted lens to gain a balanced understanding of their overall performance.
Let’s look at the key differences between the traditional feedback procedure and 360-degree performance appraisal below:
| Metrics | 360 Degree Review | Traditional Feedback Processes |
| Feedback Sources | Managers, subordinates, peers, customers, suppliers, etc. | Directly via supervisors or managers |
| Perspective | Feedback comes from diverse perspectives | Typically, one-dimensional because it comes from a single source |
| Bias Reduction | Helps eliminate individual biases | More susceptible to bias based on single reviewer |
| Development Opportunities | Identifies improvement areas for growth from several angles | Growth opportunities are limited due to feedback received from a single source. |
| Collaboration | Promotes a positive collaborative feedback environment | May foster a hierarchical dynamic in feedback exchange |
| Accuracy | Offers a clearer and balanced picture | May not capture the full scope of performance |
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