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.
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.
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