Trusting People’s Perception-The 360 Degree Appraisal

The 360- Degree feedback is known as the multi-rater feedback and all-round feedback. This appraisal technique aims to measure the behaviors and competencies exhibited by individuals / teams towards achievement of goals. The feedback data is useful for appraisal, team building, training, OD and rewards. It allows peers, subordinates and seniors to rate a particular individual / team; which gives rise to the question whether people’s perception can be trusted? Each individual has their own unique looking glass for the world and therefore in a 360 degree feedback there are as many realities as there are appraisers!

This appraisal tool can yield valuable information. It aids self-progression and self-awareness through feedback. Another benefit is that it helps participants get to understand their training needs (development areas and initiate appropriate action. The data yield from a 360 degree feedback may help a team better understand its internal processes and how it is perceived from outside. It can also help individuals contribute better to the team. Performance management seems to be a direct benefit apart from organisational development and reward structuring.

Firms that conduct this kind of a performance management system find that huge data is generated about people’s performance. Communication channels are activated upwards and across organisation as against an only downward flow of information. Sharing feedback is enlightening and helps in generating new perspectives. This feedback also has a motivating effect on organisations. People in general feel welcomed and recognised when asked about their opinion. For the appraisee it sheds light on the strengths and areas needing nurturing. Interesting roles are played during the feedback. Participants start asking for feedback from co-workers and are conscious of behaviour. The participants are in charge of their personal progress and how they process the feedback to steer ahead. Respondents /raters find themselves in a responsible and influencing role by being providers of feedback. Many bosses transform to becoming facilitators, coaches and counsellors during the process. The HR department too gains from this process. This feedback provides performance data at a detailed level. It allows for competencies and specific behaviour sets to be measured and analysed in many different ways. The internal Customer or their representatives are also used respondents in this survey and such feedback can be valuable.

The usual yield for the data falls in the four categories of strengths, discrepancies, developmental areas and hidden strengths. This method is valued for bringing behavioural change and collaborative teamwork. Beverage giants Coca–Cola and PepsiCo, Nestle, Disney, bell Labs, Federal Express have used 360 degree feedback principles. Many firms use various forms of the 360 degree for either appraisal or motivational purpose. The method personifies the gradation from only results-orientation to focus on processes and improvement.