360 degree feedback can be a valuable tool for improving performance but it's not without its hazards and pitfalls. Learn about 360 degree feedback, and how to make them work.
By Unknown
- There is no shortage of experts in books or at HR conferences singing the praises of 360 degree feedback. But, as many HR managers have discovered, how you do it is more important than doing it. Implementing this technique without a clear plan and active monitoring can make it a negative for your organization.
(Added: 22-Apr-2001 Hits: 199
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By Robert Kent
- The basic concept in 360 Performance Appraisal of soliciting performance feedback not only from our supervisor but also from our customers, employees, peers and all whom we interrelate with in the course of doing our job, makes obvious sense. We all should do this as a matter of course to ensure that we're living up to the expectations others have of us (the psychological contract) and to see that we are playing the right role in the minds of our associates.
(Added: 25-Oct-2000 Hits: 203
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By Jayart Kirksey
- The days of traditional supervisor-subordinate performance evaluations are numbered. Companies are turning to 360-degree appraisals which pool feedback from both internal and external customers to receive a broader, more accurate perspective on employees.
(Added: 31-Dec-2001 Hits: 137
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By Dennis Coates
- In the end, leaders are responsible for "managing" performance both competence and results. Performance appraisal and 360 feedback are tools that help leaders fulfill this responsibility powerful tools, when used with care and good judgment
(Added: 31-Dec-2001 Hits: 145
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