Quite commonly we are seeing clients wrestle with the relationship between their annual performance appraisal and 360 degree feedback.
Part of the confusion can surround a desire to get feedback from more than one source as part of the performance appraisal process. Multi-disciplinary teams, virtual teams, matrix management all lead to a correct desire to have more than one manager involved in an appraisal.
The trick for me is to leave 360 degree feedback to be a label applied to something that looks at behaviours and "how" a person is working. If the desire to get feedback from more than one person is only driven by a desire to get appraisal type information then just get on with it. If however, you are looking to use 360 feedback as a developmental tool that assists recipients in looking at their behaviour and how they impact others and the results they achieve then linking it to performance appraisal and particularly pay is more challenging.
My next post will consider this genuine issue but, for now, if all you are looking to do is get appraisal information from more than one source, call it something other than 360 feedback and just do it.
Read the complete post at http://blog.bowlandsolutions.com/blog/bowland-solutions/0/0/the-relationship-between-360-degree-feedback-and-performance-appraisal
1 Jul 2010 9:16 AM
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