It’s only natural that employees approach appraisals with a degree of trepidation. Appraisals will traditionally be a contributing factor to things like pay-rise, promotional opportunities etc. The problem with this traditional kind of appraisal is that they can be somewhat myopic, never really getting to grips with an employee’s performance and how they relate within a company.
Because a lot is at stake with appraisals they can understandably affect a worker’s self esteem or morale. This is why it is important that feedback is reliable and that it is delivered in a conscientious way. If you get feedback right then it can actually contribute to a worker’s self esteem, rather than undermining it.
A better way to deliver feedback is to use a 360 feed back system. 360 degree feedback collects opinions from an employee’s circle of colleagues, and then this information is fed back to that employee and related to their performance and impact within a company.
The beauty of this system is that it is very reliable. You could say that the best characters in novels are defined by their relationship with other characters, and this is sound logic behind a 360 system. You are collecting different images of one employees and then these images are collated into a reliable picture. 360 feedback is collected privately and so there’s no chance of it causing conflict, rather it is likely to create more healthy employee relationships.
