360 feedback & performance appraisals

360 Feedback & Performance Appraisals

5 Key Differences www.360fdbk.com

Changing Appraisals • There has been a growing sentiment that Performance Appraisals are not working.

• Rather, everyone is now going gung-ho about Feedback. Feedback can be real time and ongoing.

• In a way, 360 Feedback is getting lot of attention as a much more relevant tool than Performance Appraisals.

But ‌ 360 Feedback is a development tool.

Appraisals is a employee performance evaluation tool.

Objectives are completely different!

Let’s look at the 5 Key differences

Goals & End Results • Performance Appraisals review employees achievement of end results on work goals/KRAs. • 360 Feedback does not concern itself with what the end work objectives of the employee are. It’s about development, development and development.

Future plans & FollowUps • Performance Appraisals concern itself with a measurement – how has the employee performed.

So, there is no further plan and related follow-ups.

• A key output of 360 Feedback is a self-development plan by the employee. This leads to follow ups and check-ins by Managers with further guidance and feedback.

Confidentiality • Performance Appraisals cannot be anonymous as the employee knows who the reviewer is and discussions about performance need to happen in the open. • Anonymity is at the core of the 360 Feedback such that the responder can provide honest inputs with the objective of helping the employee.

Competition & Rewards • Performance Appraisals are set in the highest context of competitiveness as employees are vying for survival and a higher share of the salary & bonuses pie. • In 360 feedback, there is no context of competition, thus eliminating any bias in responders giving feedback to an employee. There is no prize to be won; only help the employee improve.

Perception • Employees perceive 360 Feedback as a tool for self development and Performance Appraisals as a tool for rewards.

• One can change names, processes, and measurement tactics; do whatever : Employees will always associate the evolved tool with either of the purpose – – Is this going to help me improve? or – Is this going to get me my increments?

Conclusion • So, are you planning for a 360 Feedback program?

Surely, you won’t try to position it as a replacement for a Performance Appraisal program.

• To know more about the background, core purpose of Performance Appraisals & 360 Feedback, have a look at this article -"Let’s not mix 360 Feedback & Performance Appraisals"

Simple, Effective, Ongoing - Employees love it !

www.360fdbk.com

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