The concept and process of 720 degree appraisal.

1. 720 Degree Performance
Appraisal
By: Asmita Deshpande

2. Introduction
⊳ 720 degree performance appraisal is the evaluation of the performance of an
employee from all the aspects and giving timely feedback to ensure that the person is
able to achieve the set goals before the next appraisal.
⊳ The major setback in the previous methods of appraisal was that it did not guide the
employee after the appraisal hence the 720 degree appraisal was introduced when
the employee’s performance is measured, analyzed and targets are set in the first
appraisal and after a short period his performance is measured again and proper
feedback and guidance is given to ensure that the employee achieves the target.
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3. • The main need of 720-degree performance appraisal is the
improvement of the performance of the people in their jobs and to
ensure that the expectations of the employer, employee and the
customers are met.
• To discover the work potential and to understand the areas where
training is required to guide the employees to perform their best.
• To understand the expectations of the employees and prevent
grievances and in disciplinary activities.
The
Need

4. Process
1. Pre appraisal
Before a manager or supervisor sits down with their employee, feedback is collected from all the
notable and worthy touch points. Who does an employee interact with ? who could weigh in on
their performance in a meaningful way? Who has input that could help shape employee
progress and success? Managers and HR work to define who these valuable points of feedback
are and also work to set targets and goals to go over in the official appraisal.
2. Self-appraisal
How an employee sees themselves matters. Using a self-report questionnaire, employees fill out
a performance review on themselves, ranking and rating their strengths, weaknesses,
performance, and more. This is a useful discussion tool, as it helps managers and employees
both see gaps in communication or understanding and work to address them.
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5. 3. Coworker/colleague appraisal
Feedback from peers can be very useful in helping employees understand their team impact and
contribution to the team dynamic. Cultural fit is just as much a measure of success as any other
metric that an employee is being reviewed on, so understanding how an employee relates to and
with their peers is an important factor in the assessment.
4. Customer appraisal
What do customers think of your employee? Customer satisfaction is key to the success of any
organization, and having an understanding of your employee’s ability to relate well with and
serve their customer base is indicative of their overall success in meeting your company goals.
Sometimes customers aren’t outside clients, but other business departments. An IT department,
for instance, services other employees and those employees are the IT teams “customers.” These
relationships are equally valuable to ensuring long-term business success.
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6. 5. Direct report and subordinate appraisal
Getting feedback from the people that your employee manages or oversees is useful in
analyzing the organizational, communication, motivational, leadership, and delegation skills.
6. Manager or supervisor appraisal
This is one of the most common parts of any performance appraisal system – the
performance, responsibilities, and attitude of an employee being assessed by those who
oversee their projects and ultimately their job success.
7. Post appraisal feedback
Researchers of the 720-degree appraisal method note that this is its key differentiator
between this method and others. This step includes additional guidance to help employees
meet their goals and stay in regular communication with their managers.
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7. Benefits of 720 Degree Appraisal
⊳ More holistic and comprehensive feedback leads to a better understanding of performance.
Hearing from customers, teammates, managers, and other stakeholders can help identify any
performance gaps or places of improvement.
⊳ Can greatly reduce appraisal barriers such as prejudice, bias, and discrimination. These are
much more common when employee reviews are conducted as feedback between employers and
managers only.
⊳ Greater transparency – such as regular feedback and consistent communication with other
feedback channels, such as coworkers – leads to more engaged employees who feel that they are
valued, respected, and that their contributions and success matter to the overall future of the
organization. Better employee relationships are built on trust, communication, and feedback and
ultimately lead to better employee retention which reduces both costs and lost productivity for
companies.
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8. Other Methods of Performance
Appraisal
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⊳ Critical incident method
⊳ Weighted checklist method
⊳ Paired comparison analysis
⊳ Graphic rating scales
⊳ Essay evaluation method
⊳ Behaviourally anchored rating scales (BARS)
⊳ Management by Objectives (MBO)
⊳ 360 degree performance appraisal method
⊳ Forced ranking

9. “
A performance management system’s effectiveness lies in
increasing performance & fostering employee development &
motivation
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