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Objective of Conducting 360 Degree Feedback Process
Every organization has its own objective behind conducting 360 degree
feedback. Some organizations use this process to develop the performance of their employees, while other organizations use this like a tool to evaluate performance.
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Experts have biased opinions about this process. An organization that has effectively implemented 360 feedback processes will be more comfortable and have developed the employees to perform better.
Team Oriented Feedback
360 degree feedback systems have brought more meaning to the organizations that are team oriented. Not only the organization but its employees have also gained a lot.
The traditional uses of this system were to give information to human resource mangers but this has changed. The present objective of process is to collect anonymous feedback about a particular employee from peers, superiors, colleges and if possible clients too. This helps to evaluate the performance of the employees.
What to do with the feedback?
The outcome of implementing the process depends on the objective, therefore, by focusing on the desired result, the objective has to be set. This process helps to develop skills
so that the employees perform much better. The result of the process is also discussed with the other heads in the organization to frame action plans. These plans help achieve the organizational goals and also allow for the betterment of the skill.
Who should be included in the process?
Some of the problems that users of the 360 degree feedback process face are that a group of anonymous people give feedback. This feedback decides the person’s promotion and other benefits involved.
If the group consists of employees who are not trustworthy the feedback is unreliable. Attendance and the employee’s contribution to the job are some of the ways the performance is measured by this process. However these cannot determine the actual performance. So, it can be said that the process is beneficial to the organization as well as its employees.
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