180 degree performance appraisal its Importance and advantages and disadvantages

What is 180 degree performance appraisal?

180 degree performance appraisal is one of the types of performance appraisal most used in companies. It also consists of the exchange of feedback between employees and their immediate managers, in an individual and very open manner.

Understand the dynamics of this method better in the following topic.

The 180-degree assessment is one of the most important tools for analyzing the performance of employees and managers in a company. Through it, it is possible to identify the organization’s strongest points, as well as those that require some kind of improvement.

Do you want to understand what 180 degree performance appraisal is and how it works? In this article, we are going to talk about the method, its main advantages and disadvantages, and how to apply it more effectively. At the end, we will still know what HR should do with the results obtained. Check out!

180 degree assessment dynamics

The dynamics of 180-degree benchmarking is very simple. A questionnaire on professional performance is applied to leaders and subordinates. In it, they must inform their impressions of the person being evaluated, that is, each employee evaluates his immediate manager and each manager evaluates his team.

1-Importance of performing a performance appraisal

Every company needs to know if its employees, whether they are managers or not, are showing good results. In this sense, performance evaluation fulfills this role, pointing out which people need more attention , whether to correct deviations or to develop strengths.

2-Biggest challenges for implementation

As it is a feedback- based methodology , the first major challenge is to strengthen this culture in the company so that the answers to the questionnaires reflect reality. Thus, it is essential that both leaders and their subordinates feel free to make a sincere and honest assessment .

Next, it is important to have everyone’s support for the method to be successful. Therefore, HR must convey the relevance and seriousness of the assessment so that employees understand their role and how much they have to gain by effectively participating in the feedback collection phase.

What are the main advantages and disadvantages?

In the 180-degree performance evaluation, advantages and disadvantages can be perceived, as in any type of method. Check out the main ones below.

1-Advantages of 180 Degree Assessment

Among the main advantages, we can mention:

  • more accurate information about the performance of each;
  • analysis of management strengths and weaknesses;
  • identification of talents within teams.

2-Disadvantages of 180 degree assessment

As disadvantages, we can highlight:

  • possibility of partial evaluations, involving personal issues among those involved;
  • lack of a more comprehensive view of each employee and their relationships with others;
  • need for everyone’s adhesion for the method to be effective.

How to apply a 180 degree assessment in the company?

The application of a 180-degree assessment should begin long before the questionnaires are handed in. See how to have a more efficient process following the steps below.

1-Prepare and engage employees and managers

Before implementing a performance evaluation , whatever it may be, it is essential that employees and managers are properly prepared . The ideal is to create a kind of “launch campaign” in which the evaluation process is explained and people are engaged to participate.

2-Establish an assessment schedule

Another important point to be done before applying the questionnaires is to establish a complete schedule for the process that is accessible to everyone. Therefore, employees and their leaders must be aware of the assessment deadlines and periodicities in order to adequately prepare for participation. This helps to provide more peace of mind and increase the adhesion of professionals .

3-Choose the right questions

More important than getting answers, it is necessary to consider the questions that will be asked, after all, they will determine the level of analysis that will be achieved with the performance evaluation. Therefore, think strategically, choose questions that will help to understand the current scenario of the company and, above all, that identify areas for improvement to be developed .

4-Collect feedbacks

Once all the ground is prepared, it’s time to release the questionnaires and collect feedbacks. The ideal is to have specific software, which brings relevant questions and performs more complete analyses, but if you are starting and your company is small, you can do this part manually, via a spreadsheet.

5-Provide the returns

After getting the questionnaires answered, don’t forget to take a moment to give feedback, both with employees and managers. It is based on this data that each one will be able to define their next steps within the organization and understand which points will be developed from then on . The evolution of professionals — and of the company as a whole — depends on it.

What to do from the assessment?

An assessment of this nature generates highly relevant inputs for the HR team. Based on the results, the sector can design the training and development strategy for professionals , as well as evaluate changes in the staff that help the company to perform better.

Thus, the more complete the assessment, the richer the results and the more inputs People Management will have to develop its work. Therefore, a golden tip is to combine performance evaluation with behavioral profile analysis . Together, they can refocus the organization and promote above-average growth.

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