360° Feedback

It tells use of your past therby used for apprisal and at the same time now you know it can be used for devlopment which is again purely in your hands as the horse can be carried to the pond but not neccessarily make it drink 

Both.

It is not activity in isolation.

I fully support Gary's comment.

A 360 feedback can be used as a Development Tool to help employees recognize strengths and weaknesses and become more effective and also as a Performance Appraisal Tool to measure employee performance . It is believed that 360 feedback focuses on behaviors and competencies more than on basic skills, job requirements, and performance objectives. These things are most appropriately addressed by an employee and his/her manager as part of an annual review and performance appraisal process.

360 feedback is a great way of appraising individuals in 'all aspects' of the corporate hierarchy!!

It has the potential to give an all round feedback of the employee in the core areas of his responsibility which includes intrapersonal and interpersonal skills. It allows the HR an insight to the individual in question and gives them a picture of the individual in his professional and emotional capacity.

Adapting to a work environment is the key to corporate success. A 360 feedback would help in assisting and deleting the right candidates, period!1 It is most definitely helpful. Thanks for inviting me to this very interesting debate. I wonder how I missed it.

Many thanks to everyone for your 360° views.. !!

According to me, i would say apart from the development of an individual/a team, there is a need to address the post development process. 360 feedback is good for finding and pin pointing your weakness and improvising on the same but if it doesnt help individual to be able to grow career wise than it doesnt matter much if the personal development of that individual happens or not.

the whole purpose of the 360 feedback/assessment is to make an individual/team realize their weak spots and try to bring those to a better/higher standards. along with which bringing the company performance to a higher standards or better results.

if those better results are achieved by the company of course they are also achieved by that individual (provided him till being the part of the team.). and if those higher results are achieved, i think the individual deserves his appraisal or be considered for the same.

Of Course being said so, these standards need to be consistent and needs to be realistic for the candidate to be able to achieve them.

but including particular % of weightage in the appraisal process will definitely give candidate a boost to self development and achieving better results!

Personal development has no meaning uness it translates into quantifiable results and appreciation or otherwise. It does highlight areas of deficit andthose should be worked upon, but it also shows up qualities that are valuable and this need to be rewarded or penalised.

Firstly , nowadays specialists are becoming very rare , and multi-skilling is the norm. Secondly IQ is more and more being replaced by EQ. So how we work becomes more important than what we do.

More and more , companies want well-rounded individuals , rather than loners , since even average but well-oiled teams can produce remarkable results.

One of the signs of a well-rounded individual is how he / she gets along with his / her colleagues within the company at all levels , as well as with outsiders. An employee cannot do wonderful work within the company , but rub a lot of customers the wrong way , making them go to a competitor.

Those who investigate customer complaints can recognize this situation - where the customer is wrong , but has to be made aware of this in the right manner.

Hence performance appraisal by only one's boss may give a rosy picture , whereas the person may actually be a bad team player. The reverse may also be true - one's boss may be one's biggest enemy ! This will also be brought out if there is all-round feedback.

In general , it is a matter of the law of averages ! If one person says I am good / bad , then I may or may not be good / bad ; but if 30 people say I am good / bad , then the chances are that 30 people cannot all be wrong !

It's the an example of "you can fool some of the people all the time , all the people some of the time , but you can't fool all the people all the time" !

As far as whether it will improve the employee's performance it's dependent on the employee. As in a normal appraisal , criticism can be used positively or negatively depending on the maturity / attitudes of the employee concerned.

Regarding what parameters should be used , I feel that personal parameters such as critical thinking / ability to get along with people , which are not necessarily dependent on subject knowledge , can be assessed by others , whereas subject knowledge can only be assessed by one's boss , and probably by one's colleagues within one's department.

i feel that it should be used for appraisal purposes as well because it will be like a sword on employee's head automatically his/her performance will improve and hence development....