MSG Team's other articles

10044 Is Emotional Intelligence Still Relevant in These Hyper Partisan and Toxic Times?

Does Emotional Intelligence Matter In Times of Toxic Workplaces and Vitiated Cultures For long, the concept of Emotional Intelligence was quite popular in organizations and among people managers for its use as a predictor of career growth and professional success. Indeed, it was widely believed and taken as a dogma that Emotionally Intelligent professionals who […]

12718 Changing Jobs Mid-Career or After a Few Years into the First Job

Lateral career moves are common in the corporate world and there are some specific strategies that one can follow when making a mid career move. First, one needs to remember that changing jobs a few years into the career is not like getting the first job and hence, the expectations as well as the ambitions […]

11610 Training Needs Assessment – An Important HRD Function

Whenever training programs have to be conducted, there needs to be an assessment of the training needs which needs to preclude everything else. Assessment of the training needs should be done in an elaborate and methodical manner and should be comprehensive. Before we discuss how training needs are to be assessed, we need to understand […]

11058 Role of Assertiveness in Persuasion

Persuasion is defined as an effort to influence an individual’s behaviour and making him/her believe what you are saying. Every individual has his /her own perception about things which may change or may not change with time. Individuals who like to maintain a low profile are often perceived as weak and someone who do have […]

9766 Human Resource Management in the Age of Acceleration

Welcome to the Age of Acceleration We live in times when speed is of the essence, and the ability to be ultra fast (in any sphere of life and business as well as work and society) is the defining characteristic of success. Indeed, the times have speeded up so much that responses to events are […]

Search with tags

  • No tags available.

Advantages of 360 Degree Feedback

  • It encourages participation of all and thus makes HR decisions more qualitative.

  • It pinpoints the favoritism and biases of the supervisors present in conventional appraisal systems.

  • The employees find 360 degree feedback more acceptable than the traditional feedback approaches.

  • 360 degree feedback is more impartial and objective than a one-to-one assessment of employee traits.

  • It concentrates and stresses upon internal customer satisfaction.

  • It broadens the scope for employees to get various says for enhancing their job role, performance, and views.

  • It can act as a supplement and not replacement to the conventional appraisal system.

  • It can be motivating for the employees who undervalue themselves.

  • It encourages teamwork.

  • It is more credible as various people give almost same feedback from various sources.

  • It brings into limelight the areas of employee development as it confirms the employee strengths and identifies his weaknesses on which he can work upon.

  • It creates an environment of trust and loyalty in an organization.

Basics and Pre-requisites of 360 Degree Approach

It is essential that an organization should be prepared for 360 Degree feedback. Not only the organization, but also the candidate (the employee) should be prepared for accepting it. Following are the essentials of an organization’s preparedness for the 360 degree approach-

The top level management must be keen to spend their time and efforts in giving feedback to their subordinates.
Status and ego issues shouldn’t overwhelm in the organization.
The subordinates and the peer both should assess and analyze the top-level managers and the top- level management should be open to accept their feedback.
Everyone in the organization should take the feedback considerately and constructively and utilize it for their development.
Ethics and moral values should be predominant in the organization.
The organization should encourage teamwork.
There should be self- learning in the organization, especially for the managers.
The personnel department of the organization should be highly credible.
There should be no politics in the organization.
Everyone in the organization should take the feedback seriously and should make an attempt to benefit from the same.
It must be ensured that the feedback is confidential.

Following are the essentials of analyzing the candidate’s (employee’s) preparedness for the 360 degree approach-

The employee should have an intention to be better.
The employee should be open to accept the feedback and should respect the views of others.
The employee should have a competitive feeling.
The employee should be keen in knowing the viewpoints of others towards him.
The employee should always learn on the job.

Article Written by

MSG Team

An insightful writer passionate about sharing expertise, trends, and tips, dedicated to inspiring and informing readers through engaging and thoughtful content.

Leave a reply

Your email address will not be published. Required fields are marked *

Related Articles

Communicating Performance Appraisals

MSG Team

360 Degree Feedback

MSG Team