The 360 degree performance appraisal system is a method to assure the appraisal is done in a full-fledged way bearing in mind all the elements surrounded to the employee. The 360 degree performance appraisal policy is quite complex and challenging to implement. One may ask why an organization should invest in 360 degree performance appraisal system. The answer is for long term development of employee and to create a strong leadership front. The 360 degree performance appraisal method delivers a holistic approach towards the performance of employee. It includes very important elements such as collaboration, teamwork and leadership. Development plan based on the 360 degree performance appraisal system successfully improves the general performance of employees and productivity of organization. There are different steps which we follow in order to implement the 360 degree assessment. Clarity and effectiveness of the system are very important for any organization.
Usually a 360 degree appraisal system implies the feedback that is collected from peers, customer managers and the team members of the employee. The feedback is composed using an on job survey based on the performance of employees with four stages of a 360 degree appraisal. The first stages of self-appraisal are followed by superior’s appraisal as well as subordinate appraisal and lastly the peer appraisal.