23. Why 360 degree Appraisal Programs Fail? …. 360 performance rating system is not a validated or corroborated technique for Performance appraisal . With the increase in the number of raters from one to five (commonly), it become difficult to separate, calculate and eliminate personal biasness and differences. It is often time consuming and difficult to analyze the information gathered. The results can be manipulated by the employees towards their desired ratings with the help of the raters.
24. … .Why 360 degree Appraisal Programs Fail? The 360 degree appraisal mechanism can have a adversely effect on the motivation and the performance of the employees. 360 degree feedback – as a process requires commitment of top management and the HR, resources(time, financial resources etc), planned implementation and follow up. 360 degree feedback can be adversely affected by the customers perception of the organisation and their incomplete knowledge about the process and the clarity of the process. Often, the process suffers because of the lack of knowledge on the part of the participants or the raters.
We have all seen cartoons depicting the owl that can turn his head 180 degrees to the left and 180 degrees to the right. But in reality, an owl can only turn his head 270 degrees — not in a full circle. Full circle or not, it's still a good range of vision. I'm sure you're wondering what this has to do with your business. But consider this. An owl lives in a very competitive environment. If he is to be successful in his world, he must constantly be looking for opportunities and threats. He must gather information from all directions to get a complete read on his environment and what he must to do to survive. In business terms, this translates to gathering input on our performance from all points to ensure we are doing the job we want to do.
360 degree appraisal has four integral components: 1. Self appraisal 2. Superior’s appraisal 3. Subordinate’s appraisal 4. Peer appraisal. Self appraisal gives a chance to the employee to look at his/her strengths and weaknesses, his achievements, and judge his own performance. Superior’s appraisal forms the traditional part of the 360 degree performance appraisal where the employees’ responsibilities and actual performance is rated by the superior. Subordinates appraisal gives a chance to judge the employee on the parameters like communication and motivating abilities, superior’s ability to delegate the work, leadership qualities etc. Also known as internal customers, the correct feedback given by peers can help to find employees’ abilities to work in a team, co-operation and sensitivity towards others. This technique is being effectively used across the globe for performance appraisals. Some of the organizations following it are Wipro, Infosys, and Reliance Industries etc.
If you cannot answer &quot;yes&quot; to these and similar questions, then your organization may not be ready for 360-degree evaluations. While this can be a powerful and positive tool when tied to strategic goals and individual development, you might consider doing more research on the subject before implementation