Top Ten Reasons Why an Organization

Should Adopt 360 Feedback Performance Appraisal

1. Comprehensive - Supervisors are only able to see a limited range of facets of job performance. Obtaining feedback from individuals with different perspectives, such as an employee's peers, will provide rich and varied information.

2. Dependable - Aggregating ratings from several raters will provide greater stability and reliability than will a single supervisory rating.

3. Defensible - Charges of discrimination or bias are not likely to be supported when a variety of independent judgments are obtained.

4. Honest and Confidential - 360 feedback may be the only way to obtain accurate appraisals of executive performance. How else will leaders receive direct, honest, and productive feedback on both their strengths and weaknesses?

5. Fair - 360 Feedback is resistant to leniency bias in ratings. Justice appears to be done, and it is.

6. Constructive - Participants learn how to leverage their strengths, and are made aware of areas in which they have room for improvement.

7. Progressive - Permits tracking of changes in performance over time.

8. Standardized - There is no better way to compare organizational units then on a common, objective scale.

9. Community Building - Strengthens employee commitment to the organization and to its performance goals.

10. Communicative - As Jack Welch stated, "What you measure is what you get." The very process of 360 Feedback communicates which behaviors are important to the success of the individual, and to the organization.