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By Ian Christie, Monster Contributing Writer To grow personally and professionally, we need an accurate picture of our strengths and weaknesses. But how well do any of us know ourselves? That’s when a well-implemented 360-degree evaluation can be constructive. In a “360,” four to eight individuals who work with you give you feedback on your job performance. The group will typically include your boss and a selection of peers, subordinates and, sometimes, customers. Organizations use these popular, though often controversial, feedback programs to improve employee performance. The controversy surrounds the purpose of the programs and the inconsistent way they can be conducted. When done right, a 360 can be a useful career-development tool. Done wrong — or for the wrong reason — a 360 may cause lasting fear and anxiety among employees and create an atmosphere of distrust in the organization. Click here to read more. |
