360-degree evaluation is a performance assessment technique in which evaluations regarding employee’s performance come from supervisors, subordinates, and colleagues. Sometimes, it also asks external parties such as customers and suppliers that interact with him to give opinions.
This technique is essential in personnel management. By involving more assessors, personnel management can dig up more information about an employee’s performance.
Some employees may be experiencing a decrease in morale and productivity. Then, the company can adopt this technique to launch an internal investigation to show what might be behind the problem.
After becoming aware of how well the employee is performing, the company can launch a series of programs on how individuals might need to change their behavior to create a more productive workplace.
Of course, some drawbacks also exist. When not done carefully, appraisers may place an emotional side in giving judgments, not objective assessments.
Furthermore, the company must follow up on the assessment results, and this is a difficult task. We cannot change a person’s behavior from one extreme to another. Therefore, one way is to change the work environment and its interactions so that it encourages individuals to change their behavior voluntarily.
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