employee appraisal - 360 degree feedback
In the revision note on appraisal and performance review we concentrated on the assessment of employees by managers. But how should management be assessed? After all, key management have a vital impact on the performance of a business – and they too will have development and training needs.
One increasingly popular method of managerial assessment is 360-degree feedback.
360-degree feedback is an assessment process used to improve managerial effectiveness by providing the manager with a more complete assessment of their effectiveness, and their performance and development needs.
The process involves obtaining feedback from the manager's key contacts. These would normally include:
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The manager him/herself
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Subordinates (employees who work for the manager)
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Peers (fellow managers)
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Manager (senior management)
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Customers
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Suppliers
Feedback is normally obtained by using a questionnaire which asks participants to rate the individual according to observed behaviours - usually managerial or business-specific competencies.
The 360-degree process will not suit all companies. You should assess how well it would fit with your current culture before launching a scheme and a pilot scheme is worth building into your programme.
Communicating the scheme, it's purpose and benefits to all those involved will be a key factor in reducing the participants' fears and gaining their commitment to any new scheme.
Presenting the results of the appraisal to managers in a constructive way is critical to the success of the process. All feedback, positive and critical, should be presented, with the aim of highlighting and acting on areas for development.
Results can be aggregated to give you some feedback on organisational strengths and weaknesses in relation to your business objectives and training strategy.
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