Dear All,
I wanted to gather feedback regarding 360-degree appraisals in an organization. How easy or difficult is it for an individual to conduct a 360-degree appraisal?
1. Does it consume a lot of time?
2. Are the 360 reviews truly meaningful if they are only conducted quarterly or half-yearly?
3. Do you find yourself answering numerous subjective questions for each employee and eventually becoming bored, just wanting it to end?
4. What if the 360-degree appraisal turns out to be easier than expected?
5. What if the 360-degree appraisal is ongoing throughout the year rather than just quarterly or semi-annually?
6. What if the 360-degree appraisal serves as an early warning system, identifying issues between employees for HR?
7. What if the 360-degree appraisal allows employees to rate others on a daily basis?
We welcome everyone to share their experiences and thoughts on this topic.
Thank you.
From India, Mumbai
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1I wanted to gather feedback regarding 360-degree appraisals in an organization. How easy or difficult is it for an individual to conduct a 360-degree appraisal?
1. Does it consume a lot of time?
2. Are the 360 reviews truly meaningful if they are only conducted quarterly or half-yearly?
3. Do you find yourself answering numerous subjective questions for each employee and eventually becoming bored, just wanting it to end?
4. What if the 360-degree appraisal turns out to be easier than expected?
5. What if the 360-degree appraisal is ongoing throughout the year rather than just quarterly or semi-annually?
6. What if the 360-degree appraisal serves as an early warning system, identifying issues between employees for HR?
7. What if the 360-degree appraisal allows employees to rate others on a daily basis?
We welcome everyone to share their experiences and thoughts on this topic.
Thank you.
From India, Mumbai
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1. Does not take too much time, but definitely takes more time than a one-way feedback system.
2. Yes, the more frequently you take 360 feedback, the better it is for employees. After all, 360-degree feedback is meant for the development of employees.
3. No, you should put only the relevant questions for each employee. Questions can be customized from employee to employee and also as per the requirements of the organization. We provide a 360-degree feedback tool where questions, language, and other features can be customized as per the requirements of the employees and the organization.
4. Yes, the implementation of 360-degree feedback is very easy. Our company provides easy-to-implement 360-degree feedback tools to companies for the developmental purpose of the employees as well as for the development of companies.
5. 360-degree feedback should be conducted quarterly or at least half-yearly to make it more effective. If you do not conduct 360-degree feedback frequently, employees may forget their 360-degree feedback results and may deviate from their respective action plans as well.
6. No, 360-degree feedback results are basically used for the developmental purpose of the employees. Once the areas for improvement have been identified, the corresponding action plan is suggested to the employees for improvement. The suggested action plan is very logical and achievable. It is not something superficial.
7. Rating employees every day on the 360-degree feedback system is definitely not advisable. People will start getting bored and consider this a waste of time.
If you are interested in a 360-degree feedback tool, we can help you. As you know, 360-degree feedback is an internationally adopted practice for improving employee competency levels and thereby the profits of the company. We generally provide easy-to-implement 360-degree feedback assessment tools, recruitment, and other HR solutions to a lot of companies across India, UAE, and in the US. You can contact us at
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From India, Delhi
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2. Yes, the more frequently you take 360 feedback, the better it is for employees. After all, 360-degree feedback is meant for the development of employees.
3. No, you should put only the relevant questions for each employee. Questions can be customized from employee to employee and also as per the requirements of the organization. We provide a 360-degree feedback tool where questions, language, and other features can be customized as per the requirements of the employees and the organization.
4. Yes, the implementation of 360-degree feedback is very easy. Our company provides easy-to-implement 360-degree feedback tools to companies for the developmental purpose of the employees as well as for the development of companies.
5. 360-degree feedback should be conducted quarterly or at least half-yearly to make it more effective. If you do not conduct 360-degree feedback frequently, employees may forget their 360-degree feedback results and may deviate from their respective action plans as well.
6. No, 360-degree feedback results are basically used for the developmental purpose of the employees. Once the areas for improvement have been identified, the corresponding action plan is suggested to the employees for improvement. The suggested action plan is very logical and achievable. It is not something superficial.
7. Rating employees every day on the 360-degree feedback system is definitely not advisable. People will start getting bored and consider this a waste of time.
If you are interested in a 360-degree feedback tool, we can help you. As you know, 360-degree feedback is an internationally adopted practice for improving employee competency levels and thereby the profits of the company. We generally provide easy-to-implement 360-degree feedback assessment tools, recruitment, and other HR solutions to a lot of companies across India, UAE, and in the US. You can contact us at
From India, Delhi
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Hi...
A 360-degree performance appraisal is an evaluation of an employee's job performance by all those around him/her. It involves analysis of their recent successes, failures, strengths, and weaknesses in suitability for promotion or further training. A 360-degree appraisal also involves self-assessment by the employee.
Employee performance evaluations are a standard aspect of managing employees and are a key factor in decisions about promotions and salary increases.
A 360 Degrees Performance Appraisal is an arrangement or practice in which workers receive confidential, unspecified feedback from the individuals who work around them. This system has four major integral components which include: self-appraisal, superior's appraisal, subordinate's appraisal, and peer appraisal. This process is also known as Multi-rater Feedback.
The Halogen Software (Strategic Talent Management) is an excellent center of feedback system.
From India, Bhubaneswar
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A 360-degree performance appraisal is an evaluation of an employee's job performance by all those around him/her. It involves analysis of their recent successes, failures, strengths, and weaknesses in suitability for promotion or further training. A 360-degree appraisal also involves self-assessment by the employee.
Employee performance evaluations are a standard aspect of managing employees and are a key factor in decisions about promotions and salary increases.
A 360 Degrees Performance Appraisal is an arrangement or practice in which workers receive confidential, unspecified feedback from the individuals who work around them. This system has four major integral components which include: self-appraisal, superior's appraisal, subordinate's appraisal, and peer appraisal. This process is also known as Multi-rater Feedback.
The Halogen Software (Strategic Talent Management) is an excellent center of feedback system.
From India, Bhubaneswar
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360 Degree Feedback System.ppt
5 STAR MODEL OF PERFORMANCE EVALUATION - 360 degree.pdf