2. Yes. The more frequently you take 360 feedbacks, 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 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, implementation of 360 degree feedback is very easy. Our company provides easy-to-implement 360 degree feedback tools to companies for 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 also.
6. No. 360 degree feedback results are basically used for 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 action plan suggested is very logical and achievable. Suggested action plan is not something superficial.
7. Rating employees everyday on 360 degree feedback system is definitely not advisable. People will start getting bored and consider this as 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 tool, recruitment and other HR solutions to a lot of companies across India, UAE and in the US. You can contact us on .
1st May 2014 From India, Delhi
A 360 degree performance appraisal is an evaluation of an employees 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 get 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.
8th May 2014 From India, Bhubaneswar