360 Degree Feedback- Benefits and Pitfalls

5703 Words23 Pages
360 DEGREE FEEDBACK: BENEFITS & PITFALLS Introduction Employees usually want to receive feedback on their performance for certain reasons such as for improving their performance. DeNisi & Kluger (2000) herald that it is widely accepted that feedback is an essential component of an effective performance improvement strategy as individuals learn on the basis of receiving feedback on their performance. Moreover, performance feedback increases job satisfaction and motivation among the employees (Hackman & Oldham, 1980). 360 degree feedback is one of the tools used for providing feedback to employees. Commentators state that it is not an entirely new process and it has been in organizations in one form or the other from a long…show more content…
McCauley & Moxley (1996) also agree on this point and state that it provides a comprehensive view about an individual as different group of employees can observe an individual with regard to different perspectives. For instance, the supervisor can observe an employee only for a few hours during which the employee is likely to be at his best behaviour but the peers can observe an employee throughout his work hours which helps in getting a true picture of the employee’s performance (Milliman & Zawacki, 1994). Thus, 360 degree feedback helps in enhancing self-awareness in an individual. On the basis of the empirical study done by McCarthy and Garavan (1999), 360 degree feedback helps a person to be aware of other people’s expectations from him and the impact of his behaviour and actions on others. This is accommodated with the availability of an opportunity to compare views of others with that of an individual’s own opinions about himself on various aspects. This practice can be helpful in revealing something new to the individual as opposed to his own thinking. A particular opinion might be held by a variety of persons evaluating the same individual and in this way a
Get Access