360 Degrees Performance Review

| July 27, 2015



360 Degrees Performance Review

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360 Degree Performance Review

A 360 degree performance appraisal is where the performance of an employee is being assessed based on the ideas of many different like suppliers, peers, customers and direct reports. If the person being assessed is a manager, the staff will provide a feedback on how the manager is handling his/her duty. This process should however be conducted by the manager of Human Resource Department in order to assure the subordinate the reviewers that their assessment on the performance will be kept secret (Atkins & Wood 2002).

360 degrees appraisals can be part of the performance review process in which employees are evaluated and regarded for raises or promotions. Additionally, they are also used for employee development program. 360 degree performance appraisal is used to measure the manners and capacities of employees and also used to improve the skills of planning, listening and goal setting. Most often, 360 degree focuses on subjective areas e.g. leadership, teamwork and character of an employee as well as showing the way other people are thinking towards a specific staff member.

360 degree performance appraisal has extensive advantages; it offers a more elaborate view on the performance of employees in an organization, it also aims at improving the credibility of performance appraisal as well as helping to strengthen self-development in individuals. 360 degrees performance review will further make improvements on the responsibility of employees to their customers (Custom Insight.com 2015). Those people who undervalue their capabilities can find motivation from others through the performance review results as well as making the culture of an organization to be a more honest one.

360 degrees performance review is conducted by subordinates of the staff, peers, managers, team members, customers, suppliers and/or anybody who may interact with employee and is willing to give valuable information and insights (Bracken, Timmreck & Summers 2001.The process has four insights, the subordinate appraisal, self-appraisal, peer appraisal and superior appraisal.

360 degrees performance appraisal can be used in two main ways;first it is used as a development tool that helps employees to identify their weaknesses and weaknesses so that they can become effective in their jurisdictions. The feedback process provides people with an opportunity of giving anonymous feedback on the performance of a coworker and this gives them an insight of how people perceives their behaviors therefore they develop ideas and skills that can make them be excellent in their provision of services. Secondly, it is used as a tool to measure the performance of employees in an organization.

However, 360 degrees performance review has limitations to the extent of what it is used for. It cannot be used to measure the performance objectives of employees. Further, it cannot be used to evaluate whether an employee in an organization is meeting the basic requirements of their respective jobs (Custom Insight.com 2015). At the same time, it is focused on basic job specific or technical skills of a person. Lastly, it cannot be used to determine strict objectives as sales, attendance, quotas, etc.




Custom Insight.com (2015) 360 degree performance feedback/ What is 360 degrees feedback?Asp.

Atkins, P., & Wood, R. (2002). Self-versus others’ ratings as predictors of assessment center ratings: Validation evidence for 360-degree feedback programs. Personnel Psychology.

Bracken, D., Timmreck & Summers, L. (2001). 360 degree feedback from another angle.Human Resource Management.


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