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FREE online courses on Using 360-Degree Appraisal Effectively - 360 Degree Feedback as an Intervention

 

The process of 360-degree appraisal can be broken into three stages or levels viz., planning, implementation and results stages. At each of these stages, various factors involved in the 360-degree feedback process can be identified along with their role and contribution.

 

Planning Level

v      Most of the time, the problem lies in not being clear with the objectives and in turn the system is used for objectives like compensation, rewards, promotion etc. Research suggests that peers do not want appraisals to be used for evaluation (McEvoy & Buller, 1987). However, it will be a good idea to use 360-degree method in the initial few years to build the trust and confidence of people in using the system

 

Appraisal Instrument/ Questionnaire:

v      To be effective, it is required that 360-degree appraisal feedback is relevant and specific for the organization.

v      Questionnaire can provide space for comments, as these may prove more important than numerical ratings.

 

Appraiser Identity:

v      The results of a research study conducted by Antonioni (1994) to find out the differences between the appraisals when appraisers disclosed their identity and when they did not. The results of the study show that while managers wanted their appraisers to be accountable for their ratings, appraisers wanted their ratings to remain anonymous.

 

Appraiser Preparedness:

v      This deals with selection and training aspect of appraisers. Selection focuses on the identification of appraisers on the basis of some objective criteria to avoid bias in the ratings.

v      Criterion like being internal customers of appraisee is most suitable in this process.

 

Organizational Culture:

v      A culture having openness, trust, authenticity, and confrontation as its bedrocks is highly suitable for 360-degree appraisal.

 

Implementation Level

v      One of the main objectives of 360-degree appraisal is to help the individual in identifying his weaknesses and strengths.

v      Superior can help the subordinate in setting the improvement goals, which are specific, measurable, and time bound.

v      To ensure that efforts are made by individual to change his/her behavior in the identified improvement areas, periodic monitoring in the form of collecting information on those areas through multi rating method.

v      Appropriate reward mechanisms, particularly non-monetary need to be instituted for reinforcing the changed work behaviors of individuals.

 

Results Level

v      Studies have indicated that individuals who rated themselves higher than their 360-degree appraisal ratings tended to reduce their self-ratings in subsequent self-appraisals.

v      Further, individuals with more accurate self-perceptions are known to be better performers and more successful

v      360-degree appraisal can help the individuals in learning how to learn the self-renewing and improvement skills by using the appraisal data.

 

 

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