Historically, performance management has been characterized by a one-time, annual conversation between manager and employee based solely on the manager’s assessment of the employee’s performance over the course of the previous year. Needless to say, these conversations have often been a source of dread for everyone involved, not to mention, highly ineffective at improving performance or stoking enthusiasm.
Too narrow in scope, these annual assessments also rely too heavily on the biased feedback of one individual: the manager. This is why we’re seeing a shift away from this type of performance management and toward a more fair, balanced and ongoing approach. And one piece of this new paradigm that’s been proving quite effective is the implementation of 360 degree feedback.
Tags: 360 degree feedback • 360 degree feedback process • business performance • Leadership and Development • management tips • Performance Feedback • performance management process • Talent Management