Advantages Of 360 Degree Feedback System

3600 feedback is a process in which someone’s performance is assessed and feedback is given by a number of people who may include their manager, subordinates, colleagues and customers (Michael Armstrong 2009:644). The debate surrounds a point of whether it offers a means of overcoming the traditional limitations of appraisal.

Although performance cannot be judge alone with 360-degree assessment, it provides a commentary aspect that will assist an organization in Leadership Development and Succession Planning. Including the 360-degree appraisal in the performance management process will provide a broader perspective about an employee’s performance and detail to annual appraisal. In addition, the technique facilitates greater self-development for an employee. Moreover, it enables an employee to compare his or her self- evaluation about performance with the perceptions of others.

When utilizing feedback as a way of measuring effectiveness of the organizational change it can be by way of surveys from staff, meetings, questionnaires and so on. Feedback helps to communicate ideas better to management so that quality care can continue to improve and goals can continue to be reached. Feedback is used by managers as a tool to respond to and to anticipate changes (Spector, 2010).

Heathfield, S. (2014). 360 Degree Feedback: The Good, The Bad, and The Ugly. Retrieved from:

Helping performance raters avoid bias is an important factor in creating a legally sound performance management system (Aguinis, 2013). All people leaders will be required to attend yearly and bi-yearly training to help manage the performance of employees. They will also be required to justify their ratings to their direct leader. Once the leader approves the rating, the performance review will be made available to the employee. The employee will be able to leave feedback and sign the performance review. Once signatures have been received the performance review will not be

Whether a leader defines success as career progression, sphere of influence, or the continual improvement of their management skills, there is one singular fact that all leaders must grasp in order to be effective and impactful: they have to become great providers and receivers of feedback. To grow in one?s ability to give and receive feedback, one ought to begin with learning to receive feedback well by recognizing

Next, the 360-Degree Feedback is also used to measure an employee’s performance. Through research, the 360-Degree Feedback sole purpose as David Bracken states is to “be seen merely as a tool or used as a one-time event. Rather, it must be understood as part of an ongoing process of assessment, performance evaluation, and discussion of performance with supervisors, subordinates, peers, and others.” More so, the 360-degree feedback is useful when considering the employee’s feedback and leadership skills.

Before understanding how Legacy Health handles feedback, it is important to understand what feedback is and how it is important to the healthcare industry. Feedback, as defined by the textbook, is “the degree to which people learn how effective they are being at work” (Bauer, 2014). This definition may seem vague, yet within the concept of feedback, are multiple ways for people to learn of their work efficacy. In an organization, feedback can come in various forms, whether on a performance based approach, a three hundred and sixty degree approach, goal setting and feedback upon the goals, or a multitude of other forms.

Like any capable instrument, it should be utilized with care so as to determine every one of the advantages. Here are seven proposals for maintaining a strategic distance from issues.

Open and honest feedback monitors performance during and after an event to discuss with the individual areas that went well or to fix areas that need improvement. This teaches the individual to learn from experience. It also helps the individual recognize his/her strengths and weaknesses. A variety of tools are available to provide feedback. After-Action Reviews (AARs) or 360-degree assessments provide feedback from various sources and points of view to increase an individual’s self-awareness and also create a plan for development. It is my responsibility as a leader to assist others in their development using feedback, tools, and structured plans to help them reach their career and self-development

360 degree feedback system as a performance evaluation tool as long as the understanding of its intent is understood. “There are three key steps in the successful implementation of 360 degree feedback systems in an organization. The three steps are that it must fit the organizations culture, make it psychometrically sound, and used with care” (“Best Practices”, 2012). It is also important to train the feedback providers to be sensitive, respectful and polite. Treating employees in a friendly and respectful manner and offering constructive advice will make them more open to accepting the performance

As organizational development gained popularity, there was a need to improve the overall assessment and communication process. The traditional way of assessing people in an organization relied heavily on downward feedback. The 360 degree assessment tool has since evolved to include multiple assessors to give feedback regarding an individual. The benefit of such a feedback is that the assessment includes inputs from all the stakeholders in an organization including self, superiors, subordinates, and peers. Such a feedback from multiple sources is generally more reliable in assessing a person than a single person’s assessment.

In an article from the U.S. Office of Personnel Management [OPM] (n.d.) it stated that “without feedback, you 're walking blind, at best, you 'll accidentally reach your goal, and at worst, you will wander aimlessly through the dark, never reaching your destination.” Feedback is a critical element in a managers “toolbox” when evaluating employees. It gives an employee a view of how good or bad their previous performance was and what or if they need to improve in their performance. It also reduces

Out in all types of industries there are numerous ways to know employees performance, involvement and commitment with their work. One of these ways is the 360-Degree Performance Appraisal, or also known as 360-Degree Feedback. As defined in the course textbook, Organizational Behavior by Colquitt, “the 360-degree feedback approach involves collecting performance information not just from the supervisor but from anyone else who might have firsthand knowledge about the employee’s performance behavior” (Colquitt, pg 50). Furthermore, a better definition from CustomInsight.com defines 360 Degree Feedback as “a system or process in which employees receive confidential, anonymous feedback from the people who work around them.” This website uses a words that I believe are very important to point out, that being the words ‘confidential’ and ‘anonymous.’ Since the feedback given for a specific employee or coworker are anonymous, this gives this person’s peers to be able to give, if done right, a more accurate feedback of their performance, with the knowledge that whatever they say is being kept confidential and from an (almost) ‘unknown’ sources.

Another advantage that we discussed is that since the 360 degree appraisal allows multiple sources of feedback it becomes more difficult for an employee to strike down or brush aside the review and any constructive criticism that went along with it. This also assists HR representatives if an employee complains about their review, stating that the unsatisfactory review was because the leader does not like them. It also allows for the HR representative to talk with the employee about the overall evaluation and explain that it comes from multiple sources.