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Here's the difference between the traditional line manager appraisal and 360-degree appraisal

by , 21 July 2014
A lot of companies are conducting mid-year performance appraisals at the moment and some are preparing to hold them.

The number of questions our labour experts have received on the topic is proof of this.

One question we've picked from our expert's large pile comes from an employer who wants to know the difference between the traditional line manager appraisal and 360-degree appraisal.

Read on to find out the answer.


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Explained: The difference between the traditional line manager appraisal and 360-degree appraisal


Traditional line manager appraisal: A traditional line manager appraisal is an appraisal method where the line manager is the only person who reviews the employee's performance.


The key advantage of traditional line manager appraisals is that it leaves most of your company's resources free to get on with the job since you only ask for a time commitment from the line manager and, to a lesser extent, your employee.


Now let's take a look at the 360-degree appraisal.


360-degree appraisal: In this article, we explain that a 360-degree appraisal is a process where you get different views about your employee's performance from co-workers who are affected by it and who are in the best position to give you feedback.


You can, for instance, get feedback from an employee's line manager, peers, customers or suppliers.


One of the key advantages of a 360-degree appraisal is that it provides a more objective approach as you get feedback from people who are in the best position to observe and appraise performance.


There you have it: Now that you know the difference between the traditional line manager appraisal and 360-degree appraisal, make sure your appraisal process is effective.


PS: If you want more information on the traditional line manager appraisal and 360-degree appraisal, check out the Practical Guide to Human Resources Management. It even has a map of all the pros and cons of these two performance appraisal methods.




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