What is 360 Performance Evaluation? Benefits and Effect

Performance evaluation is a very important issue to ensure the effectiveness of the employees in the enterprises. For this reason, the use of performance appraisal is constantly evolving. The most advanced example is 360° performance evaluation. This method, which was first developed in the USA, has gradually become widespread in Turkey and European countries.

The most important difference that distinguishes the method from classical performance evaluation is that employees can only evaluate bases in the classical method, while employees can evaluate both bases and aces in the 360° method. In short, there is a feedback difference between the two methods. The 360° method is a method based on feedback. What is Appraisal? How Real Estate and Auto Appraisal Work and Its Importance

What is 360 Performance Evaluation?

For performance evaluation systems to be carried out successfully in enterprises, they must be accepted by the employees and not have negative thoughts about the results. Negative thinking is the fairness of the results of the employees, the presence of biased attitudes of the evaluators, and the accuracy of the evaluation type. Employees’ career management, wage systems, and other performance-based individual gains are of great importance as they will be the results of performance evaluation.

The fact that an evaluation method produces these results does not mean that the evaluation is the right method. Because the overall purpose of performance evaluation is the establishment and execution of the management and systems related to the employees just mentioned. After concluding that performance is not a relative concept, businesses turned to performance evaluation systems to achieve their strategic goals and to distribute employee personal rights fairly. Many performance evaluation systems are effective today. In application areas; It finds a place according to the size of the companies and the number of employees.

If employees are dissatisfied and unproductive with the current performance appraisal method, then what can be done? An alternative model can be used in this regard. It is a 360-degree performance evaluation method, which is an alternative evaluation model that has been popular recently and shines like a star in performance evaluation. The value of 360-degree performance appraisal is more recognized in well-managed companies. The reason for this is shown to provide more valid and reliable results with feedback on how the employee routinely behaves in the workplace (Acar 1999). 11 tips to boost your sales

The mentioned quality is the effect of performance evaluation on production and service. Because 360-degree performance evaluation also receives evaluations from customers about employees. Even though the evaluator role of the customers creates positive pressure on the employees, it makes a difference in the company’s output. The quality systems applied by the company and the total quality management are not created according to the performance of the employee. Since the understanding of quality prevailing in the company is not associated with the performance of the employee, even if all quality principles are put forward, the movements in the employee performance will affect the product or service quality. Entrepreneurship Ideas for Young People

This system is done through all the people with whom the employee is in contact, without being left to the judgment of a single person, as in the classical method. From this point of view, anyone with whom the employee can come into contact can be included in this system. It is also possible for companies to establish a unique performance evaluation system for their structures.

If an employee is not in contact with anyone, an evaluation can be made through the people to whom he/she reports. From this point of view, since the information about the employee is obtained from many sources, it can be seen that a static evaluation method is not used and a sustainable approach is dominant. The basis for being more fair and reliable is that it is obtained from different sources and is not left to the evaluation of a single person according to the classical method.

In addition, the 360° assessment method is a contributing method to personal development. Because it contributes to the discovery of one’s strengths and weaknesses by providing feedback from all walks of life. In addition, it provides significant advantages to the business by enabling the performance of the employees to be evaluated in a more detailed and objective way. Is performance appraisal really important? If you have a question, we strongly recommend you try this method. How to Increase Employee Engagement?

How to Be Effective in 360° Performance Evaluation?

There are three common reasons companies choose a 360-degree performance appraisal system:

  1. Gain an insight into the performance and potential of current and future leaders
  2. Gain a broader view of employee development needs
  3. Gathering broader feedback and ensuring that the report is fair, especially where the manager has no direct or in-person knowledge of the performance of his employees.

The reason you receive feedback through the 360-degree performance evaluation process will greatly affect the design of your program. Companies that have remote workers, assistant managers, working shifts from their managers, or working on project teams generally need to gather feedback from multiple sources as their performance input in the appraisal process for their managers to provide an idea of ​​their employee’s performance.

In any position where a manager does not have the opportunity to directly monitor the employee’s performance, a 360-degree performance evaluation ensures that the performance evaluation is fairer and that the feedback given to the employees is more comprehensive and helpful. When deciding on this, it is important to consider the culture of the organization as well as its needs. A company with a more collaborative, collective, and supportive culture might benefit from multi-source feedback gathering for performance appraisal, while a company that is too competitive and individual can harm and polarize the workforce.

These companies have to consider starting a development focus. It’s important to be clear about your purpose and communicate with everyone involved to engage effectively and link results.

What you need to know in the 360-degree performance appraisal process

Who should be involved in the 360-degree performance appraisal process?

This is a two-part question: for whom should you seek feedback and from whom? These answers depend on your reason for managing 360-degree performance appraisal feedback and your company culture.

If you want to get an idea of ​​the performance and potential of your current and future leaders, you must first decide what level of management you are targeting. Are you only interested in developing and evaluating your C-level managers or the entire management team? Do you have effective methods for identifying employees with high potential for leadership or management positions and therefore assessing their progress? Who will you involve as the next step evaluator? Another important factor is whether you want to collect “superior” feedback within the feedback from the manager’s direct or indirect reports. Potential evaluators include those with the same status, suppliers, customers, managers, and employees. If you want to have a broader view of the development needs of your employees then you may want to conduct a 360 degree performance appraisal – a multi-source appraisal of all your employees. Some organizations aim to collect feedback only on a selected group; for example top performers, underperformers, and employees working in high domains…

That’s when you need to decide who is best suited to receive feedback.

Things to consider when deciding who to get feedback from:

  1. What is the minimum and/or application number of evaluators? The answer depends on the size and structure of your institution, the purpose of the assessments, and what you choose as the evaluator. Some studies put 8-15 evaluators as the minimum number for development-oriented assessments. If you’re using a 360-degree performance appraisal system to gain broader feedback on performance appraisals, you probably need fewer appraisers. The more assessors you use, the less likely they are to have worked with the evaluated employee.
  2. Want the minimum number of evaluators required? If anonymity is important then you should have more than five evaluators for each employee evaluated. You may also want to consider what is required for the evaluator type. For example, you may need feedback from at least 1 customer, a supplier, or a manager.
  3. Want the maximum number of required evaluators? Too much is not always good. You collect so much feedback that; The information you collect becomes a burden to deal with or is so sparse that it loses its meaning.
  4. Who will select the evaluators? If you let your employees choose their own evaluators, they are likely to take feedback more seriously… However, they can also choose evaluators with whom they have a good or favorable working relationship. It may be ideal for the employee and their manager or HR specialist to choose the evaluator to make a more objective choice.
  5. Will feedback be kept anonymous? Many programs keep feedback anonymous, especially from the employee being evaluated. If you follow this practice, it is also important to keep the feedback anonymous from the employee and the coach or manager who evaluates the feedback. Anonymous feedback tends to be more honest because the evaluator does not benefit or suffer because of the feedback. You should also exercise caution because some employees may use their anonymous protection to sabotage others. Here is where you should consider your corporate culture to decide on the best approach. If you are going to receive upward feedback from your employees about their managers, it is imperative to maintain anonymity in order to collect accurate feedback and protect employees from possible influence. keep in mind.

Once you have decided who to include, why all the participants are doing this, and what their roles are; You must make sure that you know how to use the information. You should also make sure that those providing feedback have training in that skill.

What aspects of performance appraisal should be considered?

The answer to this question lies in your purpose of conducting the 360-degree performance evaluation process. If you are using it to identify leadership or general development needs, you should normally provide feedback on competencies. You use self and/or leadership abilities that are normally considered as part of your performance appraisal process. Some organizations that conduct 360-degree performance appraisals for leadership development purposes choose to evaluate different or broader leadership skills. The risk in this approach; You can reduce the impact of performance management efforts by trying to evaluate and develop many skills at once.

If you are using 360-degree performance appraisal to gather broader feedback in your employee performance appraisal process, you should be evaluating the same skill sets in both processes. Some organizations choose to collect feedback on performance goals, especially in environments where the manager does not work closely with the employee.

When collecting feedback on capabilities and/or goals, you must decide whether you want to collect feedback on quality, quantity, or both. Gathering quantitative feedback only makes it easier to maintain the anonymity of raters, but communicating richer numerical details that explain the reason for numerical ratings can also lead to failure. Comments/ratings of the evaluated employee, or just that employee’s manager or human resources specialist; you can also decide whether they are allowed to view individual comments/ratings or just aggregated ones separately. 5 effective ways to finish a job interview correctly

If you are applying the 360-degree performance appraisal system to gather a broader perspective on employee performance appraisal, you must use the same rating scale when filling out performance appraisal forms. If you are using this to describe development needs or career development or achievement planning/skill assessment purposes, you should consider whether you want to avoid vague ratings by choosing a numbered scale (eg 4-points). You should also consider whether you want to add Unavailable or Insufficient Information options.

When should you apply the 360-degree performance appraisal system?

If you are applying the 360-degree performance appraisal system to evaluate the development needs of your current or potential leaders or to decide the development needs of your employees, you can apply these assessments at any time. However, you may want to gather feedback after or shortly before the performance appraisal process so you can match your performance appraisal with your associated improvement planning.

With the development-oriented 360-degree performance evaluation system, you should also decide how often you should evaluate the employees in the same position. You will only benefit from a 360-degree performance appraisal process when you include a follow-up development plan and regular assessments as part of the process to identify skill gaps and ensure improvement is taking place.

If you are implementing a 360-degree performance appraisal system to gather broader feedback, you simply need to give participants enough time to complete their appraisal so managers can use that feedback in employee performance appraisal.

How will you deal with the results?

It is also important to consider how you will deal with the results. In this regard, you should decide on the following issues:

  1. Who will receive the feedback during the 360-degree performance evaluation process?
  2. Who will forward the feedback to the employee (if they are not getting the feedback directly)?
  3. Will feedback from individual evaluators be visible and by whom?
  4. Will the feedback be aggregated and seen by whom?
  5. Do you need the ability to categorize results and analyze trends?
  6. What follow-up or actions will be taken to deal with the results?

When, where, and how the 360-degree performance appraisal feedback communicates with the appraised employee is an important consideration. Depending on the purpose of your program and your organizational culture, you might consider a better way to have the employee’s manager, coach, or human resources representative communicate the results to the employee and help them interpret them.

Some programs simply aggregate the feedback and remove any evaluator identification involved and report it to the employee. If you are running a 360-degree performance appraisal system as part of a leadership development initiative, typically the candidate requests the appraisal and human resources initiates the process and then communicates the results to the employee. If you are applying the 360 ​​degree performance appraisal process only for development planning, then you should make sure that the results are not seen during or before the performance appraisal, as this can distort the manager’s perspective. Human nature does not like negative feedback.

Employees generally need help interpreting the feedback given to them and have a hard time seeing a positive light in it. Employees often need help considering personal types and social variants when interpreting feedback. The way we perceive others largely reflects who we are. Evaluators may be responding to changes in personality and social style when rating them. These needs should be considered when considering feedback and should be the basis for any improvement planning.

Finally, when taking action based on feedback, it is vital to prepare the process and stay on track to make sure the actions are carried out and are effective in influencing performance. If these are not implemented, the 360-degree performance evaluation feedback collection process loses its meaning.

How do you manage the process?

Another vital decision you need to make is how to manage your 360-degree performance appraisal process. Although seen as an invaluable tool, many organizations shy away from using 360-degree performance reviews because of the administrative burden and paperwork involved in collecting and compiling all feedback.

Automating the process takes the hassle out of everyone involved, saves a lot of time, energy and effort, and also lets you take advantage of all the valuable feedback bring.

Read how others have successfully implemented a 360-degree performance appraisal process.

Benefits of 360 Degree Performance Evaluation

One of the new and most effective performance evaluation methods, 360° performance evaluation is a method that has many benefits for both managers and employees. If the benefits of 360° performance evaluation are to be explained in substance;

Performance Evaluation Benefits

  1. Since there is more than one evaluation group in this method, the feedback, which is very important in performance evaluation, is more comprehensive.
  2. In the aforementioned method, since the competencies of not only the employees but also the managers are evaluated by their subordinates and coworkers, it is ensured that the managerial segment also develops itself.
  3. Likewise, thanks to this method, the opinions of the employees are taken, and since the strengths and weaknesses are determined, a more effective and psychologically more developed employee segment can be created.
  4. Good business management can be achieved as the training needs within the business are also revealed in the evaluations.
  5. Since subordinates can also evaluate their superiors, this method also strengthens the communication between the two groups.
  6. Again, thanks to the double-sided evaluation, managers become more aware of the abilities of their employees.
  7. As it brings all segments together, it ensures teamwork and develops the spirit of being a team.

360° Performance Evaluation Lessons

360 Degree Performance Evaluation, as the name suggests, means the evaluation of the entire system. 360 degrees is perceived as the whole of the whole. Half of 180 degrees, like a quarter of 90 degrees, is a whole 360 ​​degrees. Based on this, the name of this efficiency evaluation system has been determined as 360 Degree Performance Evaluation.

Performance Evaluation Courses

This method, which is applied extensively all over the world, is aimed to evaluate all stages of the workplace, including raw material suppliers, distribution channels, dealers, end sellers, and customers. At the end of this evaluation, a lot of information such as where the workplace is as a whole, which channel is disrupted, and which application needs revision or restructuring, becomes clear.

In the 360° Performance Evaluation courses, which are the Online Certificate Program, training is given on the main subjects of the introduction and application of the system, the benefits it will provide to the enterprises, the contribution of feedback, and how to set up and implement the evaluation system.

360-degree performance evaluation is a method widely applied all over the world. This method is aimed to evaluate the workplace as a whole together with all its elements, attachments, solution partners, and interlocutors.

360° Performance Evaluation Training Benefits

Angle values ​​are parts of a whole. A 360 degree angle is the sum of all these parts. There are many parts in workplaces and institutions. Production line, marketing, distribution, packaging, suppliers, etc. All of these parts form a 360-degree whole. Evaluating the performance of this whole is the 360 ​​Degree Performance Evaluation method.

Performance Evaluation Benefits

We will explain the benefits of 360-degree performance evaluation under four headings.

Advantages for Managers

Managers can learn the opinions of their subordinates objectively with this evaluation method. In particular, he can learn what the people he manages think about productivity and performance level. They can see in which subjects they are lacking or in which subjects they are successful. It may receive multiple criticisms as to what aspects need improvement. This constructive criticism will not only benefit the manager but also the business. It will contribute to what it takes to be a good manager.

Communication

The communication between managers and employees will be strengthened thanks to these multiple evaluations. For the business to achieve its strategic goals, employees should share the same goal and be in good communication. Managers are the people who are at the beginning of this communication network and who manage and direct the communication. Getting feedback from their subordinates allows managers to communicate better with them. It can be learned objectively what the employees think about the manager.

In addition, managers will have more information about the people they work with. By having the opportunity to get to know them closely, a one-to-one communication area can be established. In this way, it can see the needs of the employees and the team and can produce solutions to meet these needs as a prevention activity.

Reward and Incentive

The most important concept that should be given to the employees in an enterprise is that there is justice in that enterprise. Although employees can work in all difficult conditions, it is not possible to work in a place where there is no justice. Even though the work done in the business is the same every day, there are more employees among them who work harder and show superior performance. As well as the difficulty of identifying these people, there is also the problem of convincing employees that it is fair to identify them. A fair and transparent multiple feedback methods eliminates such problems. Managers can decide more easily on rewarding and incentive applications.

Productivity

Managers can see and improve their strengths and weaknesses with the feedback they receive from their subordinates. This development also leads to an increase in the individual productivity of the manager.

In this method, all units working and working for the enterprise as a whole, inside and outside the enterprise, are evaluated in terms of performance. Thus, the disrupted units are easily revealed. It is also ensured that these deficiencies are eliminated and necessary precautions are taken.

360 Degree Performance Evaluation training, which is among the certificate training programs given by the distance education method, is given online and free of charge. By participating in this training, you can learn the methods of evaluating the performance of your business in 360 degrees in all its aspects.

What is the Most Advanced Performance Evaluation Method?

The use of performance appraisal is constantly evolving. The most advanced example is 360° performance evaluation. This method, which was first developed in the USA, has gradually become widespread in Turkey and European countries.

What is 360 Performance Evaluation?

It is a 360-degree performance evaluation method, which is an alternative evaluation model that has been popular recently and shines like a star in performance evaluation. The value of 360-degree performance appraisal is more recognized in well-managed companies.

What Does 360 Degree Performance Evaluation Provide?

In the 360 ​​degree method, employees can evaluate both bases and aces. In short, there is a feedback difference between the two methods. The 360° method is a method based on feedback.

Why do companies choose the 360-degree performance appraisal system?

The reason companies choose the 360-degree performance appraisal system: To gain an insight into the performance and potential of current and future leaders. Gain a broader view of the development needs of employees.

When should you apply the 360-degree performance appraisal system?

If you are implementing a 360-degree performance appraisal system to gather broader feedback, you simply need to give participants enough time to complete their appraisal so that managers can use that feedback in employee performance appraisal.

Who should be involved in the 360-degree performance appraisal process?

This is a two-part question: for whom should you seek feedback and from whom? These answers depend on your reason for managing 360-degree performance appraisal feedback and your company culture.

What are Performance Evaluation Benefits?

Since there is more than one evaluation group in this method, feedback, which is very important in performance evaluation, is more comprehensive.

Does 360 Degree Performance Evaluation Provide the Development of Management?

In the aforementioned method, since the competencies of not only the employees but also the managers are evaluated by their subordinates and coworkers, it is ensured that the managerial segment also develops itself.

Does Performance Evaluation Provide Business Management?

Good business management can be achieved as the training needs within the business are also revealed in the evaluations. Since subordinates can also evaluate their superiors, this method also strengthens the communication between the two groups.

What is the 360 Degree Performance Evaluation Method?

Production line, marketing, distribution, packaging, suppliers, etc. All of these parts form a 360-degree whole. Evaluating the performance of this whole is the 360 ​​Degree Performance Evaluation method.

What are the Advantages of Performance Evaluation for Managers?

In particular, he can learn what the people he manages think about productivity and performance level. They can see in which subjects they are lacking or in which subjects they are successful. It may receive multiple criticisms as to what aspects need improvement.

What Does Performance Evaluation Provide for Communication?

Getting feedback from their subordinates allows managers to communicate better with them. It can be learned objectively what the employees think about the manager.

Leave a Reply

Related Articles

Back to top button

We need Your Help!

If you enjoy our content, please support our site by disabling your ad blocker. We depend on ad revenue to keep creating quality content for you to enjoy for free.