The 360-degree performance appraisal system is an advanced type of appraisal used by many organizations where employee performance is evaluated using reviews from around 7 to 12 people. These people work with the employee and share some of their work environment. Feedback is collected in the form of reviews in terms of the employee's competencies. The employee himself participates in this evaluation with the help of self-assessment. 360 degree performance appraisal system is a way to understand the strengths and weaknesses of the employee with the help of creative feedback forms.
There are 3 main reasons why businesses prefer 360-degree performance evaluation.
1. To get a better overview of the performance and future of the future leader,
2. To broaden understanding of manpower development and needs,
3. Collecting feedback from all employees and ensuring organizational justice.
Often under a 360-degree evaluation system, feedback is gathered from peers among subordinates, managers, and the employee's co-workers. Feedback is collected using a job survey based on employee performance. This process consists of four stages. These four stages are respectively: self-evaluation, superior evaluation, subordinate evaluation, and finally peer evaluation.
A 360 review is a professional opportunity for colleagues to provide 360-degree feedback on their colleagues' performance. Traditionally, the employee's HR department or reporting manager asks subordinates to provide their feedback.
Many businesses use online surveys to interact with their employees and gather performance feedback. Online surveys are a very useful way to gather feedback and have accurate information about employee performance.
360-degree performance management mostly focuses on the employee's contribution to the business and their skills as well as competencies. It is the management of the process of seeing the real performance of the employee in terms of teamwork, leadership, interaction, human relations, management, accountability, work habits, vision and other issues based on the employee's job profile.
The purpose of collecting feedback from all employees working together is to analyze how the employee affects the work of his colleagues in the light of accurate data. It also focuses on the steps the organization must take to improve teamwork among employees. Along with formal feedback, the manager may request informal or verbal feedback from his subordinates to have clear information about the employee's behavior and work attitude.
360 degree performance management is a complex process in practice. Considerations for an effective 360-degree performance evaluation system design:
1- Correct determination of the skill to be evaluated,
2- Determination of the appropriate assessment expert,
3- Training of all employees on how to use the 360 degree inspection system,
4- Explaining the purpose of the valuation system,
5- Designing the process in a simple and easy to understand way,
6- Follow-up after the valuation process
1- Provides comprehensive data on the performance of employees,
2- Increases the reliability of the performance evaluation system,
3- Feedback from teammates contributes to the employee's self-development process,
4- Strengthens the sense of responsibility of employees towards customers,
5- It provides a more accurate evaluation by bringing together different ideas from different sources,
6- More persuasive opinions can be provided by enabling different participants to contribute to the process,
7- Motivation of the personnel with low motivation increases,
8- Contributes to the creation and development of the culture within the institution.
It is vital to collect and analyze data in a healthy way in 360-degree performance management. For this reason, getting support from a software focused only on the human resources department, such as Stafik, allows you to manage the process in a healthier way.