a) 360-degree performance feedback is a type of performance appraisal system where feedback is collected from multiple sources, including peers, superiors, subordinates, and sometimes even customers or clients, in addition to self-assessment.
b)
1) Comprehensive feedback: By gathering feedback from multiple sources, employees receive a more well-rounded and comprehensive view of their performance, strengths, and areas for improvement.
2) Increased accuracy and reliability: Because feedback is coming from a variety of perspectives, it can help to eliminate biases and provide a more accurate and reliable assessment of an employee's performance.
3) Developmental focus: 360-degree feedback is often used as a tool for employee development rather than solely for evaluation purposes. It allows employees to identify areas for growth and work on improving their skills and performance.
4) Improved communication and collaboration: The process of gathering feedback from multiple sources can improve communication and collaboration within an organization. It encourages open and honest dialogue between employees and helps to highlight areas where teamwork and cooperation can be enhanced.
360-degree Performance Feedback
This is a relatively new approach to performance management. It is a powerful developmental
method, which is quite different from the traditional manager-subordinate appraisals. It however
does not replace the traditional one-to-one process; actually, it augments it.
Required
a) Define 360-degree performance feedback (1 mark)
b) Outline any four (4) advantages of 360-degree performance feedback. (4 marks)
1 answer