1.3 360 degree feedback or multi-rater appraisal sessions
360 degree feedback is, as the title suggests, about gaining feedback from the circle of individuals involved. As such the employee and supervisor may give feedback and contrasting views. But this feedback will be joined with feedback from peers (e.g. fellow employees).
The multi-rater scale is where the different levels of response can be recorded, compared and contrasted. Does the supervisors rating copare with the individual and their peers? Is the individual completely in contrast with the rating from peers nad the supervisor. The sue of 360 degree feedback and multi-rating removes from the performance review process the subjectivity or bias a single supervisor-led rating may produce. It also encourages feedback and information sharing.
Dangers
The problem is that the process can cause conflict. This can result because:
- Group think may dominate and enforce a set of visions and behaviours in a team that 'culls' out individuals on on-performance based grounds;
- Linked to the above point is bastardised and becomes a 'popularity contest'
- Privacy and careful handling of sensitive information can be hard;
- Can negatively affect an individual's self esteem;
- Relevant rating scales were not selected,
- The purpose of the process can often be confused as it can be used to assist coaching, performance improvement, career development, identifying training needs, talent development, and determining the effectiveness of job design;
- As a process it can be isolated from problem removal;
- It is often costly and hard to coordinate; and
- Reporting and tracking can be difficult without enabling technology.
Reading 2
Koebelin, G (Spring, 1999) A're You Ready for 360' Genene Human Performance Improvement, Suffolk University : UK . Available at http://www.work911.com/performance/particles/360.htm .
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