360 degree feedback

Pages:

2

Academic Level:

College

Paper Type:

Argumentative Essay

Discipline:

Journalism, mass media and communication

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Communication strategies: 360 feedback

 

 

 

 

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Communication strategies: 360 feedback

360 feedback is a human resources approach executed at the individual, group, and corporate levels as reverse logistics. The term 360 feedback was coined in the late 20^th century as a standard tool that continues to evolve and is widely accepted in the HR community. 360 feedback is defined as a systematic collection of data on the performance of an individual or a team from diverse associated stakeholders intended to help organizations note gaps in performance for improvement through developing individual or group competencies. The performance of each employee is evaluated by all employees regardless of the position in leadership relative to the employee's position under review (Dixit & Noor, 2019). In a 360 feedback performance appraisal scenario, an employee is reviewed by the peers, manager, subordinate, self, and external customers they encounter within the organizational context (Brown et al., 2019). The data from each respondent is analyzed and synthesized to develop the performance appraisal report of an employee. Therefore, the approach offers different perceptions on the performance of any one employee, making the appraisal more objective

Using the 360 feedback approach in HR practices is founded on its advantages. One of the benefits of the 360 feedback appraisal method is that it reviews factors that influence performance, such as employee motivation, sense of self-actualization, interpersonal relationships, and competency in technical and non-technical skills (Olusadum & Leo, 2021). The approach thus offers a holistic assessment of the performance of an employee. Secondly, the 360 feedback method, the 360 appraisals, help enhance relationships among employees across the leadership hierarchy. Getting appraised by various employees inspires employees to cultivate a close and productive relationship to build familiarity that helps with appraisals (Olusadum & Leo, 2021). Thirdly, the full circle approach promotes more positive change than the top-down convention approach to an appraisal perceived negatively and found burdensome by higher-level employees. Research proves that feedback from down line colleagues and associates is of higher quality than that from up line and is well received as best in assessing performance and competency (Marling, Horberry & Harris, 2021). Lastly, 360 feedback makes performance appraisal and organization-wide activity with each employee appraising or getting appraised by people they interact with within the organization. The appraisals are thus founded on primary data, and the approach cultivates a culture of accountability within the organization (Marling, Horberry & Harris, 2021)

Several organizations have implemented the 360 feedback model in their performance appraisal practices. Statistics indicate that the global market share of 360 feedback software is 10% within the retail sectors, while corporates make up the largest users as per 2019 analysis (Fortune Business Insights, 2020). Some companies that use the 360 feedback software include People Goal Inc, UK. Salesforce California, Talent Guard, Austin US, Survey Monkey US, SAP Germany, and Impraise new York (Fortune Business Insights 2020).

In conclusion, 360 feedback is a multi-rater system that allows employees to be assessed and appraised by various people they interact with within the organizational context. Instead of employee appraisals being carried out by managers or supervisors, employees at any management level are appraised by their peers, subordinates, supervisors, and managers, offering a diverse perception of an employee's performance from eth perception of multiple people. The approach holds several benefits as it helps identify employees' strengths and weaknesses and improve them. It eliminates the risk of bias from a single-person appraisal. 360 feedback improves morale by creating a culture of transparency and accountability among employees. As a result, it gets implemented by several Fortune companies in the performance appraisals.

References

Brown, T. C., O'Kane, P., Mazumdar, B., & McCracken, M. (2019). Performance management: A scoping review of the literature and an agenda for future research. Human Resource Development Review, 18(1), 47-82.

Dixit, R., & Noor, U., (2019). Performance appraisal: A gap analysis. International Journal of Multidisciplinary Research 4(1); 1-14

Fortune Business Insights (2020). 360 Degree feedback software market, size, share and Covid-19 impact analysis In Market Research Report. Retrieved from https://www.fortunebusinessinsights.com/360-degree-feedback-software-market-104481#summary

Marling, G., Horberry, T., & Harris, J. (2021). Development and Reliability Review of an Assessment Tool to Measure Competency in the Seven Elements of the Risk Management Process: Part One—the RISKometric. Safety, 7(1), 1.

Olusadum, N. J., & Leo, M. I. (2021). 360-Degree Feedback Appraisal System and Employee Productivity of Deposit Money Banks in Imo State, Nigeria. Global Journal of Human Resource Management, 9(2), 60-72.