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The 360 degree feedback process collects data from multiple perspectives rather than just the
direct supervisor as with traditional methods. The process is customer focused and defines
customers as outside the company and internal, such as a person in another department with
whom the manager interacts frequently. When implemented properly, the process delivers direct,
honest feedback to the manager. By reviewing the perceptions of others, he can see more clearly
the effect his behaviors and attitudes have on others.
Considerations
Employees must accept the feedback process as fair and accurate for it to work properly and
successfully. The process should fit into the organizational culture; it works best for businesses
where employees regularly collaborate or work in teams. Survey questions should focus on
relevant job performance criteria. To encourage employee acceptance, organizations should run
an informational campaign emphasizing the benefits, fairness and accuracy of the system.
Warning
Businesses willing to implement this comprehensive method of assessment should be willing to
spend the time and effort necessary to train each anonymous evaluator in the process as well as
correct and incorrect ways to interpret questions. Failure to properly train feedback providers
will most likely result in inaccurate results or a total failure of the process to produce relevant
information. In addition, companies should have the swath of evaluators for each manager
picked by an outside human resources associate or an outside firm.
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1. Essay Method
In this method the rater writes down the employee
description in detail within a number of broad categories
like, overall impression of performance, promoteability
of employee, existing capabilities and qualifications of
performing jobs, strengths and weaknesses and training
needs of the employee. Advantage It is extremely
useful in filing information gaps about the employees
that often occur in a better-structured checklist.
Disadvantages It its highly dependent upon the writing
3. Rating Scale
Rating scales consists of several numerical scales
representing job related performance criterions such as
dependability, initiative, output, attendance, attitude etc.
Each scales ranges from excellent to poor. The total
numerical scores are computed and final conclusions are
derived. Advantages Adaptability, easy to use, low cost,
every type of job can be evaluated, large number of
employees covered, no formal training required.
Disadvantages Raters biases
4. Checklist method
5.Ranking Method
The ranking system requires the rater to rank his
subordinates on overall performance. This consists in
simply putting a man in a rank order. Under this method,
the ranking of an employee in a work group is done
against that of another employee. The relative position of
each employee is tested in terms of his numerical rank. It
may also be done by ranking a person on his job
performance against another member of the competitive
group.
Advantages of Ranking Method
Employees are ranked according to their
performance levels.
It is easier to rank the best and the worst
employee.
Limitations of Ranking Method
The whole man is compared with another
whole man in this method. In practice, it is very difficult
to compare individuals possessing various individual
traits.
This method speaks only of the position where an