The feedback is firmly planted in behaviors needed to exceed customer expectations.
People who are chosen as raters, usually choices shared by the organization and employee, generally interact routinely with the person receiving feedback.
The purpose of the 360 degree feedback is to assist each individual to understand his or her strengths and weaknesses, and to contribute insights into aspects of his or her work needing professional development... displayed 300 characters
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Debates of all kinds are raging in the world of organizations about how to:
select the feedback tool and process,
select the raters,
use the feedback,
review the feedback, and
manage and integrate the process into a larger performance management system.
Now that you know what 360 degree feedback is, learn about the good side of 360 degree feedback... displayed next 300 characters
What typically happens is that several individuals or work units appear to have overlapping roles.
The overlap allows - indeed actively encourages - each individual or business unit to "pass the buck" to the others...
This system requires a third party, such as a consultant, to begin the process, which may take months to start up.
360 degree feedback may be given directly to the employees, who have the option of discussing them with their managers; or it may be given to the managers for use in a feedback meeting...
In practice, however, the problems associated with the design and implementation of formal performance appraisal systems are well documented and continue to frustrate both practitioners and academics...
Then the action plans and the improvement opportunities of the poor performers are discussed and they are given to improve their performance in a given time period, after which the appropriate HR decisions are taken...
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