Curious About 720-Degree Performance Appraisal? Seeking Insights and Experiences

Hi there,

Recently, I read on the internet about 720 degrees of PA. I tried to find more information about it, but I couldn't find much. It is mentioned that 360 degrees of PA are conducted in 2 rounds, i.e., once and then after a year.

Does anyone know more about this?

Thank you.

Hi,

I am also not very sure, but to the best of my knowledge, assessors in this case are re-assessed for their competency with respect to performance evaluation parameters and company objectives. The main objective is to remove bias factors and ensure the continuous improvement of performance evaluators as well. New tools and methods are to be implemented to achieve the above.

What do you say?

Regards,
Anil Anand

Hi Anil,

I am not very sure about this, but based on my knowledge, assessors are assessed for their competency in performance evaluation parameters and company objectives in this case. The main objective is to eliminate bias and ensure continuous improvement of performance evaluators. New tools and methods are to be implemented to achieve this.

What do you say?

Regards,
Rajat

Thanks for your inputs. Yes, your comment seems to offer a logical explanation. Otherwise, it wouldn't make sense. Welcome to CiteHR.com, and we all look forward to learning from you.

Cheers,
Rajat

Hi Anil,

Thank you for the information and a hearty welcome to CiteHR.

Rajat, can somebody authoritatively explain a 720-degree performance appraisal?

Thanks,
Bala

Hi friends,

What is 720 feedback? 720 feedback provides a comparison of a participant's results over a period of time, often 12-18 months. This comparison informs participants of their developmental progress and gives them an opportunity to update and change their action plan.

Hi folks,

If I can guess, it should involve a 360-degree view in the current role, and maybe another 360 degrees should include the previous role in a different department or company. Because Internal Job Posting (IJP) is common in every company, and to make the right decision on performance appraisal, a 720-degree approach is used in this context.

If anyone knows about this, please let us all know. This could be valuable knowledge for everyone.

Regards,
Pradeep

720 degree feedback is the name given by some companies to the process of running a 360 degree feedback instrument twice – the first time and then some nine to twelve months after. This gives a pre- and a post-intervention result. The pre-intervention result sets the baseline. The development intervention is then done to improve the participant's behavior (e.g., training, coaching). The post-intervention survey then shows the amount of improvement in the results.
Vicki Heath
Human Resources Software and Resources
http://www.businessperform.com

Hi all,

The link provided for 720-degree AP is self-explanatory. I learned a new tool today. Thanks to CiteHR members.

Cheers,
Ram

Hey, I forgot to ask this: as 720-degree, I heard of 540-degree appraisal. Can anyone tell me what this is?

Hi all,

A 720-degree feedback is an evaluation of performance from customers, colleagues, juniors, and seniors over a period of time. Please see the picture below. It is essentially the repetition of the same 360-degree appraisal with a gap of 10-12 months to evaluate the development or progress between one 360 appraisal and the next.

Regards,
Suresh.

Hi,

As far as I know, in a 360-degree appraisal system, an employee is appraised by his bosses, co-workers, and subordinates. On the other hand, in a 720-degree appraisal, along with the aforementioned individuals, the appraisal is also conducted by company customers.

360-degree appraisal is the process of ensuring that everybody in the company receives all-around feedback - from superiors, peers, direct reports, and customers. On the other hand, 720-degree appraisal goes a step further by including feedback from suppliers as well.

Regards,
Suhas

In a 360-degree appraisal, an employee is appraised by his boss, coworker, subordinates, and customer. The 720-degree appraisal goes a step further, with the appraisal also done by the supplier.

Regards,

Suhas

Hi all esteemed HR members,

I have not read about this topic before, but to the best of my knowledge, I hope to conduct 360-degree appraisals twice to check for any biased information from the appraisers.

M. Paikray

Hi all,

I have heard that for a 720-degree performance appraisal, family members and stakeholders will also rate the employees. Can anyone tell me who all will rate the employees?

Regards,
Sandhya

And also, many feel that it cannot be followed in a country like India because no family members will be rating the employees in a negative way. If that is the case, then will that be wise enough to implement such a system in the organizations.

Regards, Sandhya

Got some idea about 720-degree appraisal. Will do some research on the same. 😂😂😂

Corrected and formatted text:
Got some idea about 720-degree appraisal. Will do some research on the same. 😂😂😂

Hi,

According to Roberta Hill of Assessment Today, 720 is infamous and is nothing but a revised form of a 360-degree approach, which provides for two rounds of feedback (a pre- and post-test).

What is 360-degree feedback? The term has become synonymous with feedback from multiple sources. Other names are multi-rater, multi-source, full-circle, group performance review, 180 degrees, and, finally, the infamous 720 degrees. Someone coined the term "360 degrees" to represent a full circle of feedback from all angles, and we have been stuck with the misnomer ever since. Over the years, many consultants and organizations have tinkered with the 360 approaches, creating 180-degree versions that collect feedback from limited levels, or a 720-degree approach, which provides for two rounds of feedback (a pre- and post-test).

Dear all,

Sometime back, I had the privilege of attending a seminar where Dr. T V Rao was the guest speaker, and I had posed the same question. He dismissed it as a fad and stressed that companies today in India have not fully utilized 360 degrees yet. Yes, someone rightly said 720 degrees is the process of 360 degrees being revisited.

Regards,
Rajat

Do any of you have a proper definition of a 720-degree appraisal? Also, does anyone know of any organization that follows this method? Waiting for a reply.

Hi, recently I attended an HR seminar at IPE Hyderabad where there was a discussion about 360-degree appraisal. I answered by saying that individuals outside the organization who are familiar with the appraisee and submit their appraisal about the appraisee. Is this correct? Or could someone please provide more details about it?

Thank you.

720-degree performance appraisal is nothing but an inclusive evaluation of your vendors, suppliers, customers, and peers in the performance appraisal process to understand how you are able to interact with them. These days, it's not just about interpersonal relations within the company but extends beyond the boundaries of the company.

Hi, the term 360m degree represents a full circle of feedback from all angles. Other names are multi-rater, multi-source, full-circle, group performance review, 180 degrees and, finally, the 720 degrees. Some Companies or organizations apply a 720-degree approach which provides for two rounds of feedback (a pre- and post-test) or a feedback approach which is done again after nine to twelve months. The performance appraisal can be on an individual basis, a multi-rater process—either from an online assessment or through the more involved structured interview process. Performance appraisals are done by companies to help to review the performance of the employees, their strengths, weaknesses and accomplishments during the year. Performance appraisal allows deciding the goals, objectives and the desired performance standards for the employee for the upcoming year. There is no comprehensive formula for doing so. The overall rating is based on a number of factors like the extent of goals achieved, the overall performance of the employee, his competencies etc.

Hi, the term 360-degree represents a full circle of feedback from all angles. Other names are multi-rater, multi-source, full-circle, group performance review, 180 degrees, and finally, the 720 degrees. Some companies or organizations apply a 720-degree approach, which provides for two rounds of feedback (a pre- and post-test) or a feedback approach that is done again after nine to twelve months.

The performance appraisal can be on an individual basis, a multi-rater process—either from an online assessment or through the more involved structured interview process. Performance appraisals are done by companies to review the performance of the employees, their strengths, weaknesses, and accomplishments during the year. Performance appraisal allows deciding the goals, objectives, and the desired performance standards for the employee for the upcoming year. There is no comprehensive formula for doing so.

The overall rating is based on a number of factors like the extent of goals achieved, the overall performance of the employee, his competencies, etc.

Hi, the term 360m degree represents a full circle of feedback from all angles. Other names are multi-rater, multi-source, full-circle, group performance review, 180 degrees and, finally, the 720 degrees. Some Companies or organizations apply a 720-degree approach which provides for two rounds of feedback (a pre- and post-test) or a feedback approach which is done again after nine to twelve months. The performance appraisal can be on an individual basis, a multi-rater process—either from an online assessment or through the more involved structured interview process. Performance appraisals are done by companies to help to review the performance of the employees, their strengths, weaknesses and accomplishments during the year. Performance appraisal allows deciding the goals, objectives and the desired performance standards for the employee for the upcoming year. There is no comprehensive formula for doing so. The overall rating is based on a number of factors like the extent of goals achieved, the overall performance of the employee, his competencies etc.

Hi, the term 360m degree represents a full circle of feedback from all angles. Other names are multi-rater, multi-source, full-circle, group performance review, 180 degrees and, finally, the 720 degrees. Some Companies or organizations apply a 720-degree approach which provides for two rounds of feedback (a pre- and post-test) or a feedback approach which is done again after nine to twelve months. The performance appraisal can be on an individual basis, a multi-rater process—either from an online assessment or through the more involved structured interview process. Performance appraisals are done by companies to help to review the performance of the employees, their strengths, weaknesses and accomplishments during the year. Performance appraisal allows deciding the goals, objectives and the desired performance standards for the employee for the upcoming year. There is no comprehensive formula for doing so. The overall rating is based on a number of factors like the extent of goals achieved, the overall performance of the employee, his competencies etc.

Hi, the term 360m degree represents a full circle of feedback from all angles. Other names are multi-rater, multi-source, full-circle, group performance review, 180 degrees and, finally, the 720 degrees. Some Companies or organizations apply a 720-degree approach which provides for two rounds of feedback (a pre- and post-test) or a feedback approach which is done again after nine to twelve months. The performance appraisal can be on an individual basis, a multi-rater process—either from an online assessment or through the more involved structured interview process. Performance appraisals are done by companies to help to review the performance of the employees, their strengths, weaknesses and accomplishments during the year. Performance appraisal allows deciding the goals, objectives and the desired performance standards for the employee for the upcoming year. There is no comprehensive formula for doing so. The overall rating is based on a number of factors like the extent of goals achieved, the overall performance of the employee, his competencies etc.

720-degree feedback involves obtaining feedback after the primary 360-degree appraisal. Many management experts believe that conducting a comprehensive 360-degree appraisal is insufficient. An effective procedure to measure improvements and receive feedback is essential for the success of any appraisal, providing pre and post-intervention results. The pre-intervention result establishes the baseline, while the post-intervention survey demonstrates the extent of improvement in the results.

720-degree appraisal, as the name suggests, involves a 360-degree appraisal conducted twice. During this process, the employee's performance is analyzed, and a robust feedback mechanism is established. The 720-degree appraisal aims to address concerns by providing employees with feedback on their performance and assisting them in achieving their set goals.

Dear Rajat,

I am working as an HR Executive but am new to the performance appraisal system. Can you please help me out with how to start with it? :icon4:

Dear Deepti,

The 720-Degree System has been introduced to measure the competency of Senior Level Employees in relation to promotions. In this system, the Appraisal is divided into two stages of the 360-Degree System where peers, clients, customers, etc., are also involved. After the first revision, the second session commences with another group, and after both revisions are completed, the information is compiled, compared, and presented to senior management for their decision on promoting the appraisee.

If you require any clarification, please revert back to me.

Best regards,
Alam

So far, as far as my knowledge is concerned, in a 360-degree appraisal, a greater number of appraisers will be involved, extending beyond the office environment to the personal life of the appraisee.

I heard somewhere about 360-degree appraisal. I wanted to know if there is such a term as 360-degree appraisal.

Regards,
Mugdha