360-degree feedback has become an important part of many performance management systems. It provides employees with performance feedback from supervisors, co-workers, peers, and customers, and for managers, their direct reports. The performance feedback is usually a part of a developmental plan and is often a part of the organization's performance appraisal process, as well. However, 360-degree feedback has come under criticism in many organizations. In this DQ, explore the benefits and criticism that this widely-used technique has encountered.
What are the pros and cons (at least three each) of the method as well as the organizational requirements for success?
Organizational Requirements for successful 360 degree feedback:
Organizational atmosphere fosters individual growth
Criticisms are viewed as opportunities for improvement (Randel, A., 2004)
Proper framing of feedback method by management
Assurance that feedback will be kept confidential
Development of feedback tool based on organizational goals and values
Feedback tool includes area for comments (Hoffmanner, A., 2004)
Brief workers, evaluators and supervisors about purpose, uses of data and methods of survey prior to distribution of tool
Train workers in appropriate methods to give and receive feedback
Feedback is supported with ...
360-degree feedback has become an important part of many performance management systems.