Effective use of 360 degree feedback
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Effective use of 360 degree feedback

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There is huge disagreement among employees on linking 360 degree feedback to performance appraisals. This article helps you understand how to use 360 degree feedback

There is huge disagreement among employees on linking 360 degree feedback to performance appraisals. This article helps you understand how to use 360 degree feedback

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  • Development purposes. If it is used for performance appraisals, it loses some of the value in people being completely honest. It might feel like a hammer instead of a velvet glove. You want your employees to think of it as an aid/growth in knowledge opportunity. Specific and timely feedback with examples should be used for performance appraisals.
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  • 1. Should 360 Degree feedback be used for development purposes or for performance appraisals?
  • 2. 2 The Crux Development purpose of employees Performance appraisals 360 Degree feedback The nature of 360 degree feedback is to collect the anonymous feedback ratings for employees from all the people, the employees work with.
  • 3. 360 Degree feedback Copyright 2013 | Saigun Technologies Pvt. Ltd. 3 As performance appraisals measure the productivity of employees in a company and is used for salary increase and promotions of the employees, there is a huge disagreement on how 360 degree feedback should be used . Fair baseline data about their current performance against some standard More productive The intention behind the 360 feedback is to provide an opportunity to employees to see themselves as others see them
  • 4. 360 degree feedback Copyright 2013 | Saigun Technologies Pvt. Ltd. 4 Improve the performance Improve behaviour Improve atmosphere of your company If you are planning to use 360 degree feedback in your company then consider using the one that has a good design, is carefully planned, and is fully customizable to suit the needs of your organization.
  • 5. Feedback ratings by 360 reviewers Feedback scores of individuals are high when the feedback is conducted openly as compared to the scores when the feedback is conducted confidentially. 40% of the raters are ready to change their ratings, if the feedback is linked to the performance appraisals. When feedback is used for development purpose, goal settings and for the growth of the organization, it can create an atmosphere of trust and can be taken by individuals positively The 360 feedback in such a scenario can motivate employees to work towards the improvement of their individual performance On the contrary, if the feedback is associated with the performance appraisal of individuals, they can integrate it with their self image, become defensive, and become reluctant to change Copyright 2013 | Saigun Technologies Pvt. Ltd. 5
  • 6. Thank You Copyright 2013 | Saigun Technologies Pvt. Ltd. www.empxtrack.com