360 Performance Appraisal


360 Evaluation of Performance

The DecisionWise Leadership Intelligence 360 for Appraisal is a customized multi-rater assessment process designed specifically for use in the evaluation of employee performance. Based on over 15 years of performance management research, these assessments combine the power of 360-degree feedback with traditional performance appraisal to provide a more comprehensive picture of individual performance.

Our online 360-degree feedback system allows for fast and easy access to the survey and report. As DecisionWise handles the survey design, setup, and administration, our clients quickly find the process results in a higher degree of appraisal completion, greater confidentiality, targeted and actionable feedback, and a worry-free administration process with no expensive software to purchase, install, and support.

A DecisionWise project manager and consultant team will guide you and your organization through the 360-degree assessment process. We can even help your supervisors understand how to interpret, debrief, and coach their employees on the results, which creates in a greater level of development and action.

360-Degree Feedback for Appraisal

Although once used almost strictly for development, 360-degree feedback has proven to be a valuable option for performance appraisal. Using 360-degree feedback for appraisal (performance evaluation) carries with it some significant advantages:
  • It provides a more complete picture than a top-down, single rater appraisal (a performance evaluation that includes only the manager's feedback).
  • Supervisors often don't have a full picture of their employees' performance. Multiple perspectives highlight all sides of performance.
  • 360 feedback for appraisal evaluates more than just operational performance (which tends to be the focus of most managers' appraisal feedback).
  • Appraisal 360 feedback takes into account the effectiveness of the employee when working with various groups and levels (supervisor, peers, direct reports, internal customers, etc.).
  • Organizations find it less biased (and even more legally defensible) than the evaluation provided by a single individual.
  • Organizations familiar with 360-degree feedback find it a logical step in assessing performance.
  • 360 evaluations tend to have more process and structure than the haphazard performance appraisals typically done in most organizations. This greatly increases the likelihood that the appraisal will be complete, and will give useful feedback.

Despite the tremendous value that can be gained by using 360-degree feedback for appraisal or evaluation, there are some important considerations:
  • A 360 assessment for appraisal is different from a 360 for development. Off-the-shelf surveys typically do not take this into consideration.
  • A multi-rater appraisal addresses both what was done and how it was done.
  • It is important that the purpose be clearly communicated.
  • Communication prior to beginning the process should be very clear, providing guidance on the how and why of the process.

When used for evaluation, in particular, it's important that the entire process be considered- not just the tool. Our DecisionWise teams are the experts in 360-degree feedback for both appraisal and development.

Related Article

360-Degree Feedback Revisited- The Transition from Development to Appraisal
By Dr. Tracy Maylett, DecisionWise CEO, in Compensation and Benefits Review

Successfully using 360-degree feedback for both employee development and performance appraisal requires a clear understanding of objectives and possible outcomes. This article addresses how to differentiate between the two uses, and how to ensure the process measures what it is intended to measure. This article was named one of the "Top 5 Most Downloaded Articles" for Compensation and Benefits Review.

Maylett, T. M. (2010). Looking Beyond the Clinical Side of Performance. HR Pulse (American Hospital Association), Spring 2010, 17-18.