The short answer to this is 'with care' - We have had a spate of new performance appraisal projects with clients who interestingly have all requested integrated 360 degree feedback.
This is nothing new in itself but the frequency of the requests is intriguing and perhaps suggests a groundswell in the belief that assessing performance against objectives, identifying learning & development needs, and setting objectives going forward, is not enough.
Defining desired organisational behaviours and soliciting feedback on these is an essential element of any effective performance management process.
The key to success in bringing together the outputs of both the performance appraisal and the 360 feedback into a meaningful conversation is to clearly recognise what they are designed to do; appraisal on the 'what' and 360 on the 'how'; appraisal for evaluation, 360 for development.
Sometimes just keeping the conversations separate and giving equal importance to both can be all it needs.
John
This is nothing new in itself but the frequency of the requests is intriguing and perhaps suggests a groundswell in the belief that assessing performance against objectives, identifying learning & development needs, and setting objectives going forward, is not enough.
Defining desired organisational behaviours and soliciting feedback on these is an essential element of any effective performance management process.
The key to success in bringing together the outputs of both the performance appraisal and the 360 feedback into a meaningful conversation is to clearly recognise what they are designed to do; appraisal on the 'what' and 360 on the 'how'; appraisal for evaluation, 360 for development.
Sometimes just keeping the conversations separate and giving equal importance to both can be all it needs.
John
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