Everyone knows about the advantages of 360 feedback over traditional, staid performance reviews. The 360 process gleans insights from sources ignored by traditional employee evaluations. Those types of evaluations only get a manager’s perspective. 360 degree feedback uses the perspectives of co-workers and direct reports as well. The result is a more complete picture of the employee.
360 evaluations are associated with thinking outside the box. However, that doesn’t mean that businesses always make use of their full potential. Here are three workplace situations where 360 surveys should be used – but often aren’t.
- Employee development
- Employee engagement
- Employee motivation
- Their performance doesn’t matter
- What is expected of them is unclear
- No one will help them to improve