Traditional performance appraisals are inherently biased. Usually one or two managers come together and rate an employee based on their subjective views of the employee or their belief of what a “good score” is.
One employee may receive rave reviews because their supervisor believes in providing the highest ratings unless proven otherwise, while an equally good employee may receive only average marks because their supervisor either doesn’t like them or doesn’t believe in providing high scores for reasons such as “there’s always room for improvement.”
Performance evaluations are supposed to be objective assessments, but research has shown that they are not objective. This means that they’re not necessarily the ideal way to analyze an employee’s value or performance. Instead, many look towards 360-degree surveys.
Introduction to 360 Degree Surveys
- Strengths and weaknesses of the employee
- Performance and productivity of the employee
- Training and knowledge of the employee and more
Everything can be incorporated into these types of surveys, including feedback from anyone connected to the individual, and the data can be weighted and collected in order to provide a more accurate picture of the actual employee’s abilities, personality, leadership potential and much more. Here are a few tips to make the most out of your 360 degree analysis.