5 Reasons To Say Yes To 360 Degree Appraisal

360 Degree Appraisal is a recognized, comprehensive and effective measure for running performance reviews at work. This multi - rater feedback provides leaders with powerful insight into what's working for them and what’s not. There are few methods as effective as this survey to gain real time feedback from the organization and launch interventions in the right direction.

A well run 360 - degree performance appraisal can be advantageous for the leadership, teams, and entire organization. By providing employees with a trusted, confidential, and reliable way to provide feedback, a company gains valuable insight into current employee dynamics and overall pulse of the organization.

However, even today, there is some degree of reluctance among employees, when an organization decides to launch a such an exercise. The questions that arises is “Why do we need to conduct a 360 degree feedback?” Not all employees may be able to appreciate it’s benefits or participate in the correct spirit. Employees should be encouraged to take the survey and provide honest feedback by explaining to them the true purpose, benefits and importance of running this exercise.

When conducted in a correct manner and spirit, this program has several takeaways, both for the organisation and the employees:

360 Degree Feedback is a Full Circle Feedback

The main basis of 360 degree appraisals is that the feedback comes from all different levels (managers, co-workers, direct reports & external stakeholders) and thus, becomes more meaningful. Employees can see how their work is perceived across different groups. It helps gain a better understanding of performance & behaviour by providing a complete picture.

Increased Self-awareness

Self Awareness is about understanding your competence level, beliefs, motivations, etc. Honest and reliable feedback is necessary to check one’s self perception, recognize previously overlooked strengths, and expose perceptual blind-spots. A multi - source feedback like 360° provides a personalised individual report to employees, highlighting the opinions of people they work with, via – a vis their own. Employees are able to expand their personal awareness and identify areas where they can leverage better or focus for specific improvement.

Honest & Open Dialogue

Many traditional appraisals (like a 90 degree, 120 degree or 270 degree appraisal), often miss out this crucial aspect. A 360° assessment forms the basis of open, honest & constructive communication at an organisation. Using a professional survey solution that provides anonymity and confidentiality, ensures that the employees share genuine and unbiased feedback. A well-run 360 appraisal promotes open dialogue and sends out the message that employee opinion is essential to business.

Enhanced Performance

A three-sixty degree evaluation helps form a link between current competencies, behaviour and values and the competencies, behaviour and values required to perform a job well. It’s a powerful tool through which ‘actionable feedback’ is generated providing clarity on where to improve hence, forming a sound basis for development planning and performance improvement.

360 Degree Appraisals are Easy to Implement

The ease of running a 360 degree appraisal makes it more invaluable to companies. Conducting regular performance reviews becomes a much less daunting task for managers. The feedback is made clearly and readily available through automatically generated reports (as provided by many 360 degree feedback software tools today). Some tools are also mobile friendly, making it even easier to stay connected and participate in the exercise. Very often people use their smart phones to access the survey form while travelling etc.

Employee feedback is the most valuable input an organisation can receive to decide its future course of action and 360 degree appraisal is the most suitable tool to receive employee feedback.

Author

Garima Sharma

Lead – Talent Assessments & Employee Engagement

GreenThumbs

garima.sharma@greenthumbs.in