Approach#1: One-to-one interviews
This is a very traditional approach whereby managers will receive feedback, on particular employees, from 'appraisers' (stakeholders).
Approach#2: Team discussions
This is where the line manager will discuss the performance of an employee with several appraisers, for example, seated around a table.
You can separate different appraisers into different groups. For example, group customers together or team members together.
You're obliged to do performance reviews. That's why you need an extremely easy to use, highly efficient system.
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Structure specific questions and send a questionnaire to appraisers.
After you've received the feedback, you can put all the results together.
This is a very useful approach, especially if your appraisers are customers.
Approach#4: Computerised feedback
A technician will design a questionnaire which will be put on a computer system.
You can use this computerised questionnaire to receive feedback from appraisers before putting all the results together.
: The advantages of the '360 degree' method are that they offer a much-more complete picture of an employee's performance and so it is considered a more credible review.
But this process can be very time-consuming, and so this may not be viable for your company.
*Those were 4 approaches you can use when collecting feedback for the'360 degree' performance appraisal method.
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