As our clients gear up for the year-end performance appraisal process, we are frequently asked whether other stakeholders should participate in the feedback process. As more and more managers are taking on a larger span of control they often have less of a direct opportunity to observe the performance of each and every employee throughout the year. As you can imagine, this situation can result in a less-than-meaningful performance appraisal discussion. Add to this the fact that more employees are working in a team environment and therefore have the perfect opportunity to observe the performance of their peers and provide valuable feedback on strengths and development areas.
viaPeople Insight - Performance Management & Succession Planning Blog
Every now and then I take a break from providing consulting and project management services to our clients and have the opportunity to speak to a prospective client who is in the market for a performance management system. It is truly a welcome opportunity as I have the chance to talk about the one-of-a-kind HR software systems we create for our clients. I have found that people are usually very pleasantly surprised, as all too often they are dealing with a less than optimal process that was compromised due to the limited capabilities of their current performance management software.
One of the key benefits of 360 degree feedback is the ability to gain perspective from a wide variety of sources. As a result, the selection of raters for 360 degree feedback is important to ensure the acceptance of feedback and ownership over future development.