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Crucial Elements of 360 Degree Evaluations
Organisations are rapidly shifting from the traditional methods to modern approaches for their employee assessment.
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However, there are some critical issues that need to be discussed regarding 360 degree evaluation programs. These include strategic implementation, rewards to the employees and recommendation for future appraisal.
Training Your Team - Implementation
The very first step includes developing a strategic plan for the correct implementation of the feedback system. To change the evaluation method, it is essential to get the assistance from the executive leadership and agreement from the supervisors, mangers, and staff.
Mangers, supervisors and employees must know how to properly use the 360 degree evaluation system. An organisation must give them training regarding the benefits of an appraisal system. There can be requirement for additional training for some employees who do not have experience with performance evaluations.
Make sure that employees are totally aware of how feedback is given by the supervisors, peers and managers. They need to understand the difference between the feedback given by those in leadership roles and others. It also helps to understand how much worth should be given to each of their feedback.
Analyzing Feedback
Analyse the feedback obtained by keeping in mind the relationship of the employees with the managers and supervisors. Their interpersonal relationships might have an influence on their feedback.
The results from the evaluation will help to identify top performers and areas where weak performers are lacking behind. Reward those who have been giving efficient performance.
The Bottom Line
360 degree evaluation are necessary to determine positives and negatives of your company's working process and identify what needs to be changed.
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