360 performance review
What is a 360 performance review?
3600 (or 360) performance review is a standardized performance review process in which the evaluators shall receive opinions and feedback from those around them, most particularly those who work with them including the colleagues and managers. While traditional performance review process provides feedback from direct managers of higher level, this method is more broaden and utilizes opinions of all the people working with the evaluators: colleagues, managers, suppliers, and event customers.
Typically, 360 review process is used for development purposes. Feedback are received by the evaluators and they will have a clearer understanding of what others think about them: how your managers think you are a good employee? How your colleagues think you have a good teamwork skill? how your customers think you have a good customer service and communication skills?… all those can be answered from those 3600 feedback and that is a great opportunity for the evaluators to identify what they lack and what they should continue to improve.
When organizations and enterprises become globalized or diverse-geographically located, 3600 performance review process has become very important and useful. The feedback coming from a great deal of various sources can help such multi-national or multi-location organizations identify their problems and help improving the solid in their organization.
Components of 360 Performance review.
Who shall become respondents for a 360 degree performance review? They are those around you, especially at work, including: your peers, managers, subordinates, team members, customers, suppliers, investors, and so on.
There are many feedback sources, certainly, in a 360 review; but all in all, they are classified into 4 groups:
• Self appraisal
• Superior’s appraisal (managers)
• Subordinate’s appraisal
• Peer appraisal
Advantages of 360 degree performance review method
360 degree performance review has following advantages:
• Evaluators are supplied with feedback from various points of views allowing them to reconsider all the aspects of their performance and find out which they lack and need to improve;
• The supervisors may receive these feedback and have an overall picture of the performance made by the evaluatees (their employees) and may make better decision;
• 360 degree method provides a broader review on the performance but not only relying on managerial view of supervisors;
• 360 degree method also considers the performance of the evaluators in relation to each group they work with, therefore, helps to identify which group the evaluators can work well with the most;
• Feedbacks given in 360 degree method tend to be less biased as the supervisors may consider various opinions;
• This method is more suitable to multi-industry or multi-function organizations;
• 360 degree method is organized and structured better than traditional method and is more likely to generate useful feedback.