What is the theoretical ultimate purpose or point of 360 degree feedback?

May We Recommend...

The sole reason for using 360 degree feedback (its purpose, so to speak), is simple:

To provide information that the employee or receiver of the feedback can use to improve performance on the job.

That's the only purpose that makes sense. If the 360 system doesn't provide sufficient information, or quality, specific information that is good enough to allow the employee to improve, then it's a failure.

In practice, that's often the case.

However, some companies mistakenly believe that 360 degree feedback can be used to determine promotions, pay grades, bonuses and even to guide disciplinary action. That is problematic for a number of reasons, and amounts to management abdicating its primary responsibility for managing employees.

For more information on these 360 issues, make sure to read the other Q&A on the 360 main page.

 


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Bacal & Associates was founded in 1992 by consultant and book author, Robert Bacal. Robert's books on performance management and reviews have been published by McGraw-Hill. He is available for consultation, training and keynote speaking on performance and management at work.

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We Believe

  • Performance management and appraisal MUST be a partnership between manager and employee where BOTH benefit.
  • Performance management can be the lever for improved employee engagement.
  • The review process is the LEAST important part of performance management
  • If managers aren't managing employee performance, why are they there?

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  • Phone:
    (613) 764-0241
  • Email: ceo@work911.com
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  • Bacal & Associates
  • 722 St. Isidore Rd.
  • Casselman
  • Ontario
  • Canada, K0A 1M0