360 Performance Appraisal Definition

A 360 performance appraisal is a comprehensive feedback tool used by organizations to gather input from multiple sources on an employee’s performance. This type of appraisal involves feedback from the employee’s manager, peers, subordinates, and even clients or customers to provide a well-rounded evaluation.

360 Performance Appraisal Key Features

– 360 feedback provides a more complete view of an employee’s performance by incorporating feedback from various perspectives.
– Employees receive feedback on their strengths and areas for improvement from a diverse group of stakeholders.
– It can help in identifying blind spots and areas for growth that may not be apparent through traditional performance evaluations.
– Encourages open communication and collaboration within the organization.

360 Performance Appraisal Best Practices

– Ensure confidentiality and anonymity of feedback to encourage honest and constructive feedback.
– Provide training and support for employees and raters on how to give and receive feedback effectively.
– Use the feedback from 360 appraisals as a basis for development plans and goal setting.

How Does It Work?

– Employees and their raters (managers, peers, subordinates, etc.) complete a feedback survey that evaluates the employee’s performance in various competencies.
– The data collected is compiled and analyzed to provide a comprehensive report on the employee’s strengths and areas for improvement.
– The employee and their manager review the feedback together and create a plan for development based on the results.