Self-appraisal gives a chance to the employee to look at his/her strengths and weaknesses, his achievements, and judge his own performance. Superior’s appraisal forms the traditional part of the 360-degree appraisal where the employees’ responsibilities and actual performance is rated by the superior.
Subordinates appraisal gives a chance to judge the employee on the parameters like communication and motivating abilities, superior’s ability to delegate the work, leadership qualities etc. Also known as internal customers, the correct feedback given by peers can help to find employees’ abilities to work in a team, co-operation and sensitivity towards others.
Self-assessment is an indispensable part of 360-degree appraisals and therefore 360-degree Performance appraisal have high employee involvement and also have the strongest impact on behavior and performance. It provides a “360-degree review” of the employees’ performance and is considered to be one of the most credible performance appraisal methods.
360-degree appraisal is also a powerful developmental tool because when conducted at regular intervals (say yearly) it helps to keep a track of the changes others’ perceptions about the employees. A 360-degree appraisal is generally found more suitable for the managers as it helps to assess their leadership and managing styles. This technique is being effectively used across the globe for performance appraisals.
Advantages of 360-degree appraisal
- Offer a more comprehensive view towards the performance of employees.
- Improve credibility of performance appraisal.
- Such colleague’s feedback will help strengthen self-development.
- Increases responsibilities of employees to their customers.
- The mix of ideas can give a more accurate assessment.
- Opinions gathered from lots of staff are sure to be more persuasive.
- Not only manager should make assessments on its staff performance but other colleagues should do, too.
- People who undervalue themselves are often motivated by feedback from others.
- If more staff takes part in the process of performance appraisal, the organizational culture of the company will become more honest.
Who should conduct 360-degree performance appraisal?
3.Managers (i.e. superior)
7.Anyone who comes into contact with the employee and can provide valuable insights and information
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