There has been a great deal of debate in recent years about the best ways of managing the performance of an organisation’s human resources. Even within the HR industry, terms such as performance reviews, appraisals, feedback, and assessment are used interchangeably and to add to the equation, these terms are often confused with performance development.
One of the most popular forms of performance management over the last five years is the use of multi rater evaluations — often called 360-degree feedback because it involves a full circle of feedback from employees, peers, managers, and even internal and external customers.
But 360-degree feedback — potentially a powerful tool — has become somewhat of a fad in recent years, with many companies looking to it as a replacement for the largely outdated, ‘top-down’ appraisal method, now seen as subjective, judgmental, or punitive.
Those new to the system must exercise caution when deciding how best to use it. They should realise that using multi rater assessments in isolation — as a means of appraising an individual, rather than as one contributor to an overall performancemanagement strategy — can be controversial.
This is particularly true when the stakes are high and the information is used to influence pay, promotions or downsizing decisions.
In an era of increasingly horizontal management structures, 360-degree feedback has been embraced by many companies as an opportunity to democratise the feedback process by using a broader range of information and facilitating open discussion.
To get the most out of the system, 360-degree feedback must be linked comprehensively into the development activities and the business strategy of the organisation. It should provide the basis for a ‘development culture’ in which the individual grows in ways needed by the organisation, especially as the organisation evolves.
If your organisation is considering 360-degree Feedback or would like to upgrade to an online 360-degree system contact Morgan Williams at RMIT Training on (03) 9925 8139 or see our advertisement below for further information.
* Copy provided by RMIT Training
