360 DEGREE FEEDBACK OF PERFORMANCE

The performance of a leader or a company can be analyzed effectively with the help of 360 degree feedback process. 360 degree feedback involves all the members of the company. Performance appraisals have become much relevant in the past recent years. But not all the appraisals work. Some are sometimes biased. 360 feedback of any one is totally confidential and starts with a self appraisal. 360 degree performance appraisal is the most effective tool to check the performance of the employee. Performance means how the employee accomplishes the task assigned to him.
360 degree performance appraisal is meant for the following purposes:

1. The basic purpose of performance appraisal is to give feedback concerned with the performance of the employee.

2. It also indicates the need of training in future and also gives the developmental measures to remove the weaknesses of the employees.

3. It also helps in the improvement of the standards.

4. It can assess the level of anyone, whether he is an employee or leader.

5. It is also helpful in encouraging and motivating the employee for performing better the next time.

6. It is also used to check the poor performer.

The feedback can be in the form of a written paper or through mail. Mostly people who work in big reputed companies always wish to get a feedback about their performance. It is because they want to make themselves much better than they were yesterday. They have such an attitude that they are always ready to receive negative feedback, as negative feedback makes them aware about the drawbacks in their performance. After that, they work upon it to overcome it. If company wants feedback then apart from written or mailed feedback they allow the customers to give their reviews. 360 performance review is the best way to give feedback. It tell the company that where it stands by analyzing its traits and characteristics. 360 degree performance appraisal and performance are closely related terms with a common motive of analyzing the performance of company or any individual.

So these aspects help the individual or company to grow more in a positive direction.

180 Degree Performance Appraisals

Performance appraisals or performance reviews are methods of measuring the seriousness and dedication of employees towards work in regular time intervals and then making decisions of their professional career on the basis of evaluation reports obtained. 180 degree performance appraisals are known to be the best evaluating processes helping the employees as well as authoritative men decide about the ways of improving the work related behaviors of employees and make decisions regarding the promotions, demotions or salary increments of employees. Many qualities of employees like work behavior, punctuality, honesty, co-operation, leadership and other work ethics are also evaluated while processing the 180 performance review surveys. During the 180 performance surveys employees and their immediate bosses are included in the initial conversation in which the employees share their good as well as bad working experiences with their immediate bosses and on the basis of that a feedback report is made which is then evaluated by the mangers’ team and then a final feedback report is made and is forwarded to authoritative team so as to make it easier for them to decide regarding the salary decisions or promotion decisions. Many training sessions and development sessions also include the evaluation of employees on the basis of their work skills and moral qualities needed at work- the reports obtained also help the employees in improving themselves by letting them know the skills and qualities they need to develop in them for a better professional future and for achieving salary increments and promotions at work. Many small as well as large scale organizations are now adopting different performance appraisals for the better evaluation and insight of their employees’ work experience. The main motive of these performance surveys is to support the deserving employees who fail to show their work potentials from their face values and to affect the working structure of organizations positively by leading to the growth of productivity of the organization or the company and improving the work related skills of the employees thereby making them understand the real ways of developing the lacking skills and qualities in them.