Value of 360 Feedbacks

In most employee assessment programs, 360 degree feedback process effective or ineffective, and maps, as can be with the training and implementation.

This process normally response personnel will proceed to provide the supervisor. It is also self-evaluation and our customers, suppliers and opinion to include other stakeholders can join.

By the person receiving the results of responding effectively to improve the training available to develop and would, if necessary.

But some of the 360 degree feedback debate about whether the employee's performance, and the fact that it can reduce shareholder value that has been proposed.

2001 Watson Wyatt study of 360 degree feedback and the organization market value of 10.6% was one of the factors associated with the drop has been seen. And the best-quality 360-degree feedback on the accuracy of the pattern length of time known as the taxpayer the biggest impact on the accuracy of individual ratings shows that the 360-degree review. According to the study, most accurate assessment of individual long past, the first exposure (1-3 years), so (5 years) are in general rather than to help start a long time, but for enough knowledge to ask for.

360-degree feedback process to see the success of the organization:

1. Organizational climate for personal growth promotion.
2. Criticism is seen as an opportunity to improve assurance that the response will remain confidential.
3. Depending on the organization's goals and values, developing feedback tools, Comment Tools, feedback area.
4. Brief workers, assessors, and delivery of the equipment used for observation purposes, is a dictionary of data and research about how - Train workers in proper methods to obtain feedback, Backup services or customized feedback, coaching and support.
5. Negative consequences, such as first using the organization do not provide 360 degree feedback can be the foundation for success.
6. Feedback often tied to merit pay and promotions comment on individual tracks to create anger workers
7. Organizational goals or feedback link Value As a standalone tool without subsequent response.
8. Tools to implement a poor negative effect on motivation.
9. Some of the survey rater’s tangible results.

A-360 degrees feedback process is not implemented properly, seriously derail the works. Every discipline of software development, the process requires and the inspection of the guidelines is to take care implemented it properly and fairly by the order.

With the degree 360 process for the most part anonymous feedback response does not want to be the election they have to understand the answer. It clear’s they do not have ratings and / or of species based his comments to ask for more information is the declaration.
Feedback process 360 degree of the problem more often focused on which he held in meals. By focusing on each element of the weak is to weaken his forces build on the strength of each element.

Best of State 360 degree arts, the feedback to the mission and the vision of the ordination of offers to meet the ends of the sense desired. How an employee for it to understand the effect of this seems to others he makes one. Response behavior to which is founded in the staff of the other may be seen. Better than the real and purpose of change or to follow-up Coaching.

Feedback so that the effect some phases of the laborer to promote a process of development at all the props the law of the society of it can be seen. Or process and can reduce the minds of the cause of reason rather what another and nasty manner.