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Beware of these four challenges when it comes to conducting 360 degree performance appraisals

by , 17 June 2014
A 360 degree performances appraisal is great in the sense that it allows you to get information about your employee's performance from different sources.

It also makes employees more accountable to the needs and expectations of colleagues, customers, suppliers and direct reports.

But, as with everything, 360 degree performances appraisals or 360 degree feedback comes with its challenges.

Read on to discover the four challenges you may face and how to overcome them.

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The four challenges of 360 degree performance appraisals

#1: Your employees may respond negatively because they believe they might be victimised

Solution: To overcome this challenge, make sure your employee doesn't feel victimised and unfairly judged. Don't take negative results in isolation and don't demotivate and discourage your employee.

#2: You may not get accurate feedback from some of the respondents

Solution: Be aware of respondents only providing information they think you want to hear. Gather the information you need and make sure it's useful, says the Practical Guide to Human Resources Management.

#3: The process takes longer to complete because of the increased number of participants

Solution: Ensure you clearly communicate the areas you want to assess. In addition, follow up to ensure the relevant people give you feedback on time.

#4: The questionnaire might not be specific enough

Solution: Make sure your survey questionnaire is relevant to each specific assessment. You must take into account the unique roles and responsibilities of each employee and job. It's not a one size fits all.

The bottom line: 360 degree feedback or 360 degree performance appraisals will help you get the most from your employees if you use them correctly. So don't let the challenges get in the way – remember that your evaluation of employee performance is a critical element of management.

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