There is a rising demand in organizations for improved performance and results. Raising individual and team performance levels is central to this process and 360° feedback is increasingly used as part of the solution. Unfortunately, there is an advancing drift toward using 360° feedback for performance appraisal. Organizations need to be careful here. Using 360° for appraisal may be an intriguing idea, but it’s not the best use of this tool, and it is counter-productive in this role. It can put the organization at unnecessary risk and have a negative impact on motivation, performance, and the entire work environment. This article explains how to avoid this costly mistake.
Author: David Lassiter
Source: Leadership Advantage
Subjects: Human Resources, Management