How Do 360 Appraisals Help Diagnose Leadership Issues in Management?

October 30th, 2013
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Let’s face it, nobody likes appraisals. Employees don’t like receiving them and bosses certainly don’t enjoy giving them. In some cases they can feel like a personal attack on your work, and can leave an employee feeling unmotivated, however the purpose of an appraisal is to give an employee constructive criticism in order to boost performance.

In terms of leadership and management systems, appraisals are seen to be a key part in ensuring employees are aware of, and part of the developments of an organisation. More importantly, appraisals guarantee teams and individuals are managed effectively.

The 360 Degree Appraisal

How Do 360 Appraisals Help Diagnose Leadership Issues in Management?There’s a huge variety of appraisal techniques providing valuable information  to organisations, including the assessment of achievements, setting goals, effectiveness of training and communicating with employees, etc. The 360 Degree Appraisal stands out as a particularly effective method for assessing ‘performance management systems’. It involves the collection of various different views, with the objective of providing those assessed with all round feedback on a number of key aspects: performance, achievements and potential. This in turn helps set personal standards and goals to advance the developments of their position and that of the organisation as a whole.

How Does it Help Diagnose Leadership Issues in Management?

As a tool specifically tailored to analysing and ascertaining performance within a company, the 360 Degree Appraisal is most effective when diagnosing leadership issues. It recognises an all encompassing assessment of the management system, by all members affected by it, allowing for an effective examination and a platform on which to develop improvements. These include:

  • Feedback – Involving a number of participants gives a more varied and honest perception, making it possible for the employee to focus on the specific areas needing more attention or developments.

  • Non-Discrimination – Increasing the number of those involved on the assessment avoids the risk of unfair or false judgment. This is particularly important as it eliminates the risk of unfair criticism and encourages a more efficient process.

  • Communication – Effective use of this method leads to the development of most areas within the company,  with particular attention to communication between peers and the employer. This is particularly beneficial for the morale and the achievements of a team.

The 360 Degree Appraisal though extremely popular and effective, is often recognised as complicated and demanding, however, as with many complex and comprehensive practises, correct and careful implementation is key to success and quality results.

 We at CloudForce HR recognise the importance of the success of this process and as a leading HR consulting service offer an insight into the correct implementation of a 360 Degree Appraisal. We ensure our clients achieve the best possible results to guarantee the success of an an appraisal system.