The 360 Degree Feedback

The 360 degree feedback was created so that individuals would be able to understand and be made aware of his and her weaknesss as well as strong points. This is a very beneficial method for all businesses to use because it will help assist employee in what the companies missions and goals are by evaluating their employees and providing with effective performance feedback. However the 360 degree feedback method could be both a positive as well as negative aspect and many proponents. For example, this method can be positive because it may help to develop team work and careers. However it can also be negative because it is going to provided limited information as well as it may focus on too much of the employees' negatives and weaknesses.

"I received frequent feedback that it had an overall positive effect on the organization since as employees broadly evaluated their managers on people, personal effectiveness and attitudes; it raised the consciousness on these issues such that they observed changes/improvements in their culture/relationships..." (Tornow, 1998, Heathfield, S., 2001) The use of the 360 feedback systems does have its advantage it is an all round source that provide feedback. By allowing individuals to provide feed back on their coworker and how they rate there work ethics. Helps team members learn how to work with each other also more effectively together. When feedback is done properly it can provide excellent information to an individual about what she or he needs to do to enhance their career with the organization. In many cases it provides a reduction in discrimination because it provides feedback from a number of individuals in various job functions. Feedback processes that involve the internal or external customer can help improve customer service within a company. Provides comprehensive information about training within in organization; in which each individual will be required to complete a class and or video on how to fulfill the requirement of the job.

"There is no data it actually improves productivity, increases retention, decreases grievances or that it is superior to forced ranking and standard Performance Appraisal systems. It sounds good but there is no proof it works other than a lot of companies have tried it." Dr. John Sullivan, of San Francisco State University. There are minuses with the 360 degree feedback processes as with any performance feedback process. Identifying competencies or have comprehensive job descriptions, give people feedback on their performance of the expected competencies and job duties. First Break All the Rules: What The World's Greatest Managers Do Differently, advises that great managers focus on employee strengths, not weaknesses. The authors said, "People don't change that much. Don't waste time trying to put in what was left out. Try to draw out what was left in. That is hard enough."

The 360 feedback have a number