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Building Effective Teams-360 Feedback with References

Problem: You have been asked to consider using 360 degree feedback, peer review, as the key method to evaluate an individual's performance. Formulate your thoughts on this subject including any special issues that may relate to employees' cultural background, and post it for the other HR Managers to discuss together. If you disagree with using this type of evaluation, recommend an alternative evaluation method.

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We will review both the positive and negative aspects of 360 degree feedback. Let us see the positive side of 360 degree feedback first.

Improved Feedback From More Sources: Provides well-rounded feedback from peers, reporting staff, coworkers, and supervisors. This can be a definite improvement over feedback from a single individual. 360 feedback can also save managers' time in that they can spend less energy providing feedback as more people participate in the process. Coworker perception is important and the process helps people understand how other employees view their work.

Team Development: Helps team members learn to work more effectively together. (Teams know more about how team members are performing than their supervisor.) Multirater feedback makes team members more accountable to each other as they share the knowledge that they will provide input on each members' performance. A well-planned process can improve communication and team development.

Personal and Organizational Performance Development: 360 degree feedback is one of the best methods for understanding personal and organizational developmental needs.

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Solution Summary

You have been asked to consider using 360 degree feedback, peer review, as the key method to evaluate an individual's performance. Formulate your thoughts on this subject including any special issues that may relate to employees' cultural background, and post it for the other HR Managers to discuss together.

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