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 organizationâ??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?
If your company uses a 360-degree process, include your own personal experience with the method and your thoughts on its value. If your company does not use a 360-degree feedback process, discuss whether you think that it could be successful in your organization. Explain why or why not.© BrainMass Inc. brainmass.com October 25, 2018, 5:33 am ad1c9bdddf
Some of the pros of the 360° feedback method are that it provides the feedback that is required for employees to be of ascertain that they are performing the job up to standard, this method also provides employees with the directives from supervisors on how to improve their current performance, or to maintain the standard of ...
Performance and talent management (appraisal methods)
In the organization you work for, there are customer service representatives. In addition to having their supervisor appraise their performance, who else should be involved? Why? Review page 190-191.
What performance appraisal method would you recommend and why?