![]() ![]() ![]() That makes sense for employee performance development. In many organizations that use 360-degree feedback, the focus has switched to identifying strengths. ![]() You may discover what keeps employees from working successfully together and how your organization's policies, procedures, and approaches affect employee success. Personal and organizational performance development: 360-degree feedback is one of the best methods for understanding personal and organizational developmental needs in your organization.A well-planned process can improve communication and team development. (Teams know more about how team members are performing than their manager.) Multi-rater feedback makes team members more accountable to each other as they share the knowledge that they will provide input on each member’s performance. Team development: This feedback approach helps team members learn to work more effectively together.Coworker perception is important and the process helps people understand how other employees view their work. 360 feedback can also save managers time in that they can spend less energy providing feedback as more people participate in the process. Improved feedback from more sources: This method provides well-rounded feedback from peers, reporting staff, coworkers, and managers and can be a definite improvement over feedback from just a single individual.Organizations that are happy with the 360-degree feedback component of their performance management systems identify these positive features of the process that manifest in a well-managed, well-integrated 360-degree feedback process. ![]()
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