Business Mentor, Consultant And Trainer
Mindhour Partner, Ass.professor/adm. Officer,
Ed Llarena, Jr.
Owner/ Managing Partner
Recruitment/talent Acquisition, Career Counselling
What is your product or service? What is the nature of your industry? What is your designation? Have you identified risks of leapfrogging to "360 Degree Appraisal?" Have you done any study in implementation of 360 degree appraisal?
360 degree appraisal has a great craze amongst HR professionals. Obviously it is more appealing than the traditional performance appraisal. Nevertheless, I recommend you treading cautiously on the uncharted waters. Your major challenge is not the degrees of appraisal but do you measure what deserves to be measured?
Earlier I have given exhaustive reply to similar query in the past. You may click the following link to refer it:
What you need to do is the establish comprehensive Performance Management System (PMS). I say so because what you measure now will decide what you would be able to measure in future. Your management will be to take sound decisions in future provided you have sufficient data generated out of measures of performance at this stage. To more about implementation of PMS, click the following link:
HR & Labour Law Consultant
This is in addition to what Mr B Saikumar has said. Yes, 360 degree appraisal has its own demerits. It is not just the peers but how about the subordinates? Are they mature to asses their manager?
Take the example of Purchase Manager (PM). He could be negotiating very well in the drawing room but how his Purchase Executive or Purchase Assistant would know about this skill? Due to shortage of time, it might not be possible for PM to involve his juniors in purchase negotiations.
Under such circumstances if 360 degree feedback is introduced, each time PM might have to prove how excellent he is in negotiations lest his juniors might give low marks on this trait. Worst still, average manager might have to explain every single action to decision to his/her juniors because of fear of fear of misinterpretation by juniors. Going further few Managers might start dealing with juniors with kids gloves to remain in goods books of juniors. This will only undermine the organisation's interest. Therefore, 360 degree appraisal might do more harm than good!
360 degree appraisal looks nice as academic study. But then practical implementation is very difficult. So when 360 degree appraisal can be successful? It can be successful provided organisation identifies competencies on which this appraisal will be made and then ensures that only those persons are involved who have acquired "expert" rating for each competency. Is this not wild goose chase?
Questions on this matter have been recurring since Sid has established this site (and I joined it) in 2004.
I was one of the active discussants on this subject matter and maybe, for the last time, I have to point out and stress the following:
1. the 360 degree is not an appraisal tool because you need another tool to implement it. it is merely a framework on how to implement an appraisal tool!
2. as a framework, the 360 degree is different from the others in as much as it wants multiple appraisers to participate, esp the major employee contacts, i.e. the immediate superior, the colleague, the subordinate, and the customer.
3. the 360 degree looks ideal, but it is difficult to implement for the following reasons:
3.1 there is no universally acceptable & valid weight of the ratings that each of the appraisers will give (e.g. will the customer's rating be given more weight than that of his/ her immediate superior? is it alright if the ratings will carry equal weights of 25% each?)
3.2 implementing the 360 degree will require a lot of work, esp the processing of the results, hence the need to answer the following questions: how big is your company? how many employees to you have that will have to be evaluated? how many times does your top management wants your employees to e evaluated in a given year? does your HR dept/ section have enough manpower to deliver the results timely pursuant to the timetable of top mgt, esp if the results will linked to recognition, rewards, and sanctions?
3.3 do you have an approved tool to use that is simple to understand and easy to process that will fit multiple appraisers?
Ed Llarena, Jr.
Emilla International Consulting Services
Tel: 0063 916 762 7218
For a startup organisation 360 Degrees PA may not be required for the time being. Hence you may think of the most plausible alternate - appraisal by more than one person. Let the immediate superior appraise on the KRAs and the others appraise on other common performance related indicators.
performance appraisal process <link updated to site home> ( Search On Cite | Search On Google ) so easily and swiftly? I have an other alternate idea and i wanted to share with you. There is a software for performance appraisal process which provides you the best employee management solution. There's a webinar being conducted regarding performance management software. Just follow the link to get benefited.
Your Posting gives an impression that the decision is already made to implement 360 degree Appraisal System in your Startup.
Which would suggest that some sort of discussions MUST HAVE been done within the Company before this decision. Can you pl mention them for the members to have better clarity?
Adding to what the other senior members of this Forum have mentioned/suggested, pl note that the genesis of the 360 deg Appraisal system has a different context & background.
It's generally recommended for Services sector [for very clear reasons].....not sure of the sector of your Startup.
The 360 deg Appraisal system was thought of when Companies turned into Global Corporations with presence in multiple countries.....around 25-30 years ago.....when the Appraisal processes began to get far stretched out.
The number of levels/layers between the Appraisee & the Decision maker(s) [who finally decide about the case] now are so many that the earlier appraisal mechanisms begin to loose their effectiveness........more the number of levels/layers, more the chances of subjectivity creeping-in. That's precisely the 360 degree viewing of an employee aims to address.......though implementing this is not as simple as we speak of it, like Dinesh Divekar & Ed Llarena mentioned.
Does this situation exist in your Company?
I suggest that you look @ the whole issue from 'what-is-good-for-us' point of view RATHER THAN what's the best/good System. What's good for one Company NEED NOT be the apt one for another Company.