A more common request now when implementing performance appraisals has been the desire on the part of our clients to incorporate multi-rater feedback (typically from other managers) in the appraisal process.

Taken to it's logical extreme, there would be 360 degree feedback from all individuals who could offer valid feedback on that persons behaviour.

However, sometimes it is a good step forward to introduce the idea of multi-rater feedback into an organisation but making it a natural part of the appraisal process; it contributes to a more rounded view on an individual, it creates familiarity with the concept and offers the individual some useful insights, albeit still short of peers and direct reports offering feedback.

When this is coupled with that multi-rater feedback centering on competencies or qualities, then the foundations being laid to phase in 360 degree feedback is even stronger.

John