Understanding 360-Degree Appraisals: What Insights Does This Presentation Offer?

Hi everyone,

This PowerPoint presentation deals with 360-degree appraisals.

Dear Sir/Madam,

This is Ravikumar, a student from a management institute. I have gone through your 360-degree appraisal. Do you mean metrics or performance by skip-level reports? I did not understand the other aspects in the figure. The drawbacks that you have highlighted suggest that it could be biased and potentially used to humiliate people. Could you please provide an explanation for these points?

Regards,
Ravikumar

360-degree appraisals can be biased in many ways. For example, if I see my colleague doing really well (and I am jealous), so as soon as I get an opportunity to give feedback, I might try to pull him down. You know, I might purposely give wrong feedback just to pull him down. Apart from that, to improve overall scores, colleagues may join hands to rate each other highly and stuff like that. Otherwise, it usually happens that if, for example, I don't like X, then chances are that I will not talk or write well about him. You know how personal issues can affect our job.

Similarly, it can be used to humiliate people when one doesn't give feedback in a constructive manner. For example, HR has to give feedback to employees after appraisals are over, right? Now, this can be done in many ways. You can talk in a nice manner privately as a PRD (performance review discussion), or else you can straight away say in front of everyone, "Mr. X, you have these problems." So, it's humiliating that way. Basically, it's about how HR people handle it.

Arpita