Is a 360-Degree Feedback Approach Ethical and Effective for Senior Employees?

360-Degree Feedback in Performance Appraisal

We are all aware of the normal and regular performance appraisal system which has been in practice for years. I am considering acquiring complete feedback at a 360-degree level from XYZ employee at XYZ level or whomever it may concern, including team members. This feedback would cover various essential skills, factors, capabilities, strengths, weaknesses, attitude, etc., that could benefit both the team members and the company before making any decisions regarding the said employee. It is crucial for us to ensure that we are making the right decision in favor of the individual.

Current generation managers and team leaders should possess extraordinary skills that enable the company to operate smoothly without any self-created obstacles or hurdles.

This approach will help us identify any issues that need rectification before completing the performance appraisal process. I want the employees to understand where they may be lacking and how they can improve in those areas to prevent future problems.

1) Is this process ethical and valid?
2) Would there be any issues if we implement the same for senior employees as well? We aim for our employees to assume unique roles as true positive motivators and leaders rather than dictators or solely focusing on task completion, especially considering the increasing attrition ratio due to unhealthy relationships between team leaders, managers, senior employees, and their team members.

Kindly share your best suggestions, views, and comments.

With profound regards

I did not understand your post very clearly, but whatever I could gather from this, I would like to say a few things:

- Performance Management System is not just a measure for appraisals; it is a system that provides feedback to the employees as well. Or should I say it should be best utilized in that manner. No matter what ratings they have received or what hike they have earned, feedback is very important.

- Secondly, appraisals really help in L&D; they can work as a platform for TNI & A.

- Whatever the cycle of appraisals in an organization, a mid-cycle review is very important to see if the performance is on the right track, if the KRAs are being worked on and achieved, what kind of efforts an employee is contributing, and so on. Timely reviews can be done for anyone in the organization, whether senior managers or line managers. This system works for everyone, of course, only if the top management supports.

So I hope we are in sync with each other.

Regards,
Archna

Dear Ms. Archna, I do agree with your views where employees should be given clear feedback about their PERFORMANCE in all aspects. However, certain employees are not considering the feedback (downward) acquired from their team members, which is making the PERFORMANCE APPRAISAL SYSTEM INCOMPLETE. We are not just looking for TECHNICAL SKILLS alone in our employees, which are insufficient to take the company to the NEXT LEVEL. It's because of their EGO, SUPERIORITY COMPLEX, and NEGATIVE MENTAL ATTITUDE.

The only hurdle in getting TRUE FEEDBACK about MIDDLE/SENIOR MANAGERS is the SUPPORT from TOP MANAGEMENT, which can help the HR department to PLAY a very effective role. Retaining the best workforce or employees is a big challenge faced by HR PROFESSIONALS but not by the company.

Let's hope for the best as we are trying our best to resolve various issues that could help us to achieve our company goals while retaining the best workforce and meeting employee requirements.

Thank you very much for taking sincere efforts as you are the only person who had responded to my thread. I think the 360-degree PERFORMANCE APPRAISAL SYSTEM is yet to be appreciated by many organizations as it can set right many issues pertaining to employee careers.

With profound regards,