1 / 10

5 Key Differences - 360 Feedback & Performance Appraisals

Can 360 Feedback replace Performance Appraisals? But one is a development tool & the other is a performance evaluation tool for employees! Objectives are completely different.

Souvik
Télécharger la présentation

5 Key Differences - 360 Feedback & Performance Appraisals

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

  1. 360 Feedback & Performance Appraisals 5 Key Differences www.360fdbk.com

  2. 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.

  3. 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

  4. 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.

  5. 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.

  6. 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.

  7. 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.

  8. 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?

  9. 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"

  10. Simple, Effective, Ongoing - Employees love it ! www.360fdbk.com 360° Reviews | Instant Feedback | Analytics

More Related