Currently, one of the most effective methodologies for the appraisal of employees is the 360 feedback system. Briefly, this system is about confidentially collecting feedback regarding a specific employee from their circle of colleagues, those next to, above and below them on the workplace hierarchy.
There is much value in the 360 feedback system. On the one hand, it delivers a very comprehensive and accurate picture of somebody’s performance, as information is aggregated from various sources, and different perspectives are considered to produce an overall picture.
Also, it can create a positive atmosphere for all workers within a company. You are essentially involving various strata of employees in the feedback and appraisal process, and this can foster more employee involvement, as well as presenting more opportunities for employee development.
Confidentiality is a very important aspect of 360 feedback. Whilst your business might be an honest, open and friendly place, without confidentiality feedback loses some of its reliability. 360 feedback is not only about producing a well rounded picture of an employee, but it’s also about flagging up any potential problems, room for improvement etc and so honesty is key.
360 feedback will of course point towards areas where an employee can improve; however, there needs to be strategy in place after feedback for allowing employees to work better. Feedback is about collating information, however to enact improvement and professional advancement something else will be required too.
