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Abstract

Successfully using 360-degree feedback for both employee development and performance appraisal requires a clear understanding of objectives and possible outcomes.

Keywords

360-degree feedback appraisal feedback evaluation assessment

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References

Some studies suggest that more than one third of U.S. companies use multisource feedback. Bracken, D. W., Timmereck, C. W., & Church, A. H. (2001). The handbook of multisource feedback. San Francisco: Jossey-Bass. Others claim that the estimate is closer to 90% of all Fortune 500 firms. Edwards, M. R., & Ewen, A. J. (1996). How to manage performance and pay with 360-degree feedback. Compensation and Benefits Review, 28(3), 41-46.

The Wall Street Journal also reported that in most every major survey conducted, employees indicate that their performance appraisal systems are resounding failures. Schellhardt, T. D. (1996, November 19). Annual agony: It’s time to evaluate your work, and all involved are groaning. Wall Street Journal, pp. A1, A5.

DecisionWise Leadership Intelligence, Inc. (2008). Evaluating employee performance: Multisource feedback and traditional performance appraisal provide a bigger picture. Available from DecisionWise Web site, http:// www.decwise.com