The objective behind using 360 evaluation processes is to
get familiar with the productivity of your employees. As a superior the
objective must be to make certain that the feedback is provided in such a
manner that it do not harm anyone. The mental tranquility of the employees must
not be disturbed in any manner. If participants feel endangered by getting
feedback, they will be less open to receiving it.
36o degree feedback program is
focused on the improvement; so if you are asked to give your perspective bout
someone then, do not provide feedback in a vacuum. It is best to take opinion from
professional and unbiased consultants who are experienced at delivering 360
degree feedback. If the feedback is against a particular team or employee then,
it will be intimidating and counterproductive too. Employees must have right of
entry to such a person who is neutral in terms of partiality and can help them
in understanding their feedback and generate an arrangement for further
development.
It is not enough to say that ‘do not prefer giving feedback
in a vacuum’ because often, feedback includes both the aspects of a particular
person like his strengths and weaknesses. Anyhow if an employee deviates from
his path of progression then, it becomes the responsibility of a human resource
management to boost up his morale after all he works for that particular
organization.
There are several organizations that follow a development
plan in which goals and objectives are stated according to the flexibility of a
particular employee. These goals are customized in prospect of every individual
employee. Once the objectives are stated the subsequent thing is to get to know
that are the employees following the targets and objectives stated to them.
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