Sep 09 2008
360 degrees evaluation
When I was still in the rat race as a rank-and-file corporate slave, I really wanted to have a 360 degrees performance evaluation. That means I will also evaluate my superior who did my performance evaluation. This is what rank and file employees wanted. Why? Because we feel we are not evaluated fairly. It’s unfair for us to be evaluated in our performance as subordinate and we don’t have a way to evaluate our immediate superiors’ performance on being the boss or just how they do their function. It’s the dilemma of every rank-and-file employee especially with superiors that are subjective in evaluating employee’s performance. Though superiors are being evaluated by higher than them, it’s in different perspective and not on how well they manage their subordinates and the department as a whole. Evaluation is more of the whole department’s performance which is a collective output of everybody in the department and not the output of the superior being evaluated wherein commonly, superiors are only receivers of outputs, collates them and presto! They have their instant output. Superiors usually gets a good appraisal for that output that he/she never did and subordinates who did their job receives a poor performance appraisal. Since we’re not using 360 evaluation that time, performance evaluation are being discussed to each employee so both parties have to agree what should be the appraisal score but not all superiors are open for such thing. Glad that management of some companies are open to 360 evaluation. It’s a good thing because everybody gets a fair objective evaluation of his/her performance, competencies, strengths and weaknesses. If my former employer will consider the 360 evaluation, I would be the happiest person. I would be happy for my former fellow employees who were never evaluated fairly. I would recommend the work of Dennis C. Carey on the 360 evaluation as I found it interesting and effective.
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