Examples of using 360 degree assessment
Here are some examples of cases where such employee assessment can help a business:
- The employee copes with his duties, is valuable as a team player, but is afraid to take more initiative. The 360-degree method allows a person to look at himself from the outside, feedback from the staff gives confidence.
In the article on employee motivation, we wrote about how team recognition influences work efficiency.
- The employee is suitable for the position based on his twitter database hard skills, solves work tasks, but he fails to integrate into the team. A 360-degree assessment helps to see the situation from the inside. The manager will be able to better understand the person and the attitude of colleagues towards him.
- A company is planning a complex and long-term project. The company uses an assessment for a specific employee or group of people to determine how well they fit into a team.
- The company plans to promote one of the managers getting started is easy to a branch manager. The assessment of managers will help to find out how well each person copes with their responsibilities, how the team treats them. This method also allows to determine the level of leadership qualities of a person.
- If a company is forming a management reserve of employees, such an assessment facilitates the selection of personnel. The best manager will not always be the best head of the sales department. Managing a team requires a certain set of soft skills.
- If the corporate culture of a company is based on continuous improvement of the quality of employees’ work and the atmosphere in the team, companies use the method for continuous growth and development of the team and individual employees. For example, they choose corporate training for those competencies that need to be developed in the majority of team members.
When Not to Use the 360 Degree Method
It is impossible to make an objective assessment if the following factors are present.
The manager makes a decision on material bonuses
This method is not used when it comes to monetary contact lists motivation, bonuses. An employee may overestimate a colleague.
The company has a toxic or authoritarian atmosphere
Due to mistrust, negative assessments may appear or, conversely, inflated ones due to fear.
