360 degree feedback, though still quite controversial, is widely used by 21st century multinationals. For example, last year, around 90% of Fortune 500 companies turned to this method to evaluate employees. The mechanism, which includes feedback from colleagues, subordinates, outside clients, along with the assessment of the direct superior, is the most complex method by which most employees in the human resources can be checked, but as any valuation tool has advantages and disadvantages. Let’s see them! Advantages and disadvantages of 360 degree feedback Advantage 1: Organizing Companies can use the data collected in the feedback assessment to monitor the weaker areas of their employees and will therefore develop specific training programs targeted at this lack of competence. Advantage 2: Individual development The 360 degree feedback mechanism helps the employee to see how his work is perceived by those he / she works with, not just the manager. Some employees feel disturbed by the criticism of direct bosses. Feedback from colleagues and business partners gives him the opportunity to understand how others see him and what he needs to change or improve in his behavior. Disadvantage 1: False feedback Human resources specialists argue that the most common disadvantage of this method is that employees may not feel comfortable providing real feedback to bosses but also colleagues. Without keeping anonymity, employees’ willingness to show their true feelings is minimal. Disadvantage 2: Interpretation of results Another major challenge of this evaluation method is that feedback may be subjective. Employees interact differently in inappropriate situations, so ratings can be different. Chiefs observe certain behaviors to those they have in their subordination, while colleagues between themselves are assessed differently. At the same time, the outside clients with whom they work have different perspectives on the behaviors of those with whom they work.

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