Posted by In this post, we conclude our presentation of the 360-degree method used to evaluate employees in a company or university. See the advantages and disadvantages of this method and judge for yourself whether it is worth using in your organization.
Specialists in the field of human resource management agree that the skillful design of an evaluation system based on the “feedback 360” method, its efficient execution and the practical implementation of its conclusions can contribute to the increase of the company’s efficiency. An additional result of such an evaluation is a better understanding of the company’s goals by employees and their needs of individual goals by management. Executives, meanwhile, can receive feedback on their managerial skills that would never be revealed in the case of a traditional evaluation system.
The advantages of the “feedback 360” evaluation method are:
- providing more complete feedback on a person’s performance in the company,
- increasing employees’ motivation for self-improvement and comparing personal goals with those of the company,
- increasing employees’ knowledge of their image among customers, suppliers, contractors,
- increasing the credibility and reliability of employee evaluations.
Disadvantages of this method include:
- high time-consumption and the involvement of many people,
- the danger of unconstructive understanding by employees of the conclusions of the evaluation,
- lengthy preparations involving a change in organizational culture and costly training of the company’s staff.