Appraisal: A 360 approach
Featured in the Skills of Appraisal and Performance Review training manual
By Val Rowland & Ken Birkett
Category: Performance Management
Credit price: 4 download credits (Single user)
A 360° appraisal, sometimes called all-round feedback, differs from the traditional method of appraisal in that, instead of assessment only by a person’s manager, feedback can be from a variety of sources. For example, a team member, a subordinate, a line manager, or the peer group may provide feedback on performance. In some cases the individual, a customer or supplier may become involved. In this way it provides an image of how the individual is perceived by members of their own team, colleagues, and so on. Individual performance, behaviour and contribution to corporate goals can be measured more effectively by this variety of sources. It also has the benefit of showing the importance of personal development and development opportunities. Organisations that have been through the process of down-sizing and de-layering have benefited from this means of gaining accurate information about their staff. In organisations that have a flat structure, individuals may be simultaneously manager, subordinate and peer in different teams. In general, working life is becoming much more open all round, so many organisations are of the view that all-round feedback makes sense.
As an introduction to the activity, participants are asked what they think 360° feedback is and are then given an explanation. The participants think about what they most value in a manager and then what makes an unsatisfactory manager. This exercise gives rise to differences of perception of what is and what is not a good manager. The meaning of perception is explained and how perception is influenced by a person’s perceptual set and perceptual screens. The participants are then involved in composing questions for customer feedback dealing specifically with internal customers. They follow this with an exercise to design a form suitable for assessment of customer feedback. The training activity ends with a review of the key learning points.
Who is it for: This training resource is intended for use by trainers to lead the participants in a systematic approach to achieving a variety of perspectives in some product and service areas.
| Resource Type: | Activity |
| Min Group Size: | 4 |
| Max Group Size: | 12 |
| Typical Duration: | 01:55:00 |
| No of Pages: | 26 |
Resources: View standard resources for Fenman training activities
Purpose: This training resource is intended for use by trainers in any performance review course, or an introduction to a training session for staff being introduced to a new organisation scheme.
Download the training activity, Appraisal: A 360 approach as featured in the Fenman training manual; Skills of Appraisal and Performance Review