What is a 360 degree appraisal. How will it help my company. >> find out more << (movie) Slide 1

Starting from the basics: What is an appraisal ?? Slide 2

Typically once a year a manager holds a meeting with each of their staff. The purpose of the meeting is to discuss ‘performance’ over the last period. And…… To discuss the level of ‘performance’ required over the next period. Slide 3

It is common for the manager to collect evidence and examples to bring to the discussion. And…… To engage the member of staff in an ‘open’ discussion. Slide 4

In a ‘standard’ appraisal the ‘evidence’ is usually ‘in the opinion of the manager’. And…… The discussion compares the opinion of the manager to the opinion of the member of staff. Slide 5

There are two major disadvantages of this approach: a)The manager needs to collect accurate ‘evidence’. b) The critical opinions of others who may have more accurate evidence is missed. Slide 6

A 360 degree appraisal: Allows the opinions of others to be added to the discussion. How…… By asking them to complete a questionnaire – the results of which are compiled into a report and discussed at the appraisal meeting. Slide 7

It works by first designing a questionnaire that indicates high performance in the role. And…… Then selecting appropriate people to complete it. Slide 8

It is common to ask: People with a similar role (peers) and people managed by the person under review (direct reports) are asked to complete the questionnaire. The member of staff and their manager also complete the same questionnaire. Slide 9

When the report is compiled comparisons can be made between opinions. The person themselves, their manager above, peers along-side and direct reports below. The all round perspective is called a 360 degree. Slide 10

Problems with the process: Some people may be un-willing to offer an opinion (for fear of retribution). Others may be more than willing and offer destructive comments. So it is vital that the process is carefully managed to reap the benefits. Slide 11

4 Golden Rules:.1.Design a questionnaire that people understand..2. Tell people in advance what is happening and why..3. Keep the process confidential – so opinions can be given without fear..4. Use the process for ‘development’ not discipline. Slide 12

How will it help my company: It will help the managers bring powerful feedback to the appraisal meeting. It will initiate a level of open-ness as people become more involved in feedback. It will indicate to all the people completing questionnaires what ‘high performance’ looks like. Slide 13