360-degree Evaluation Process

I think it is the need of the hour to bring 360 degree evaluation process at all good corporations. Without elements of 360-degree performance evaluation process there can’t be a best in class organization. Why not adopt it in full spirits?

Very often we find colleagues dissatisfied with the appraisal process. Often they feel they have a lot at stake just in the hands of one person – their boss. To make a fair evaluation process and to instill the confidence that each voice counts no matter what position in hierarchy, we should adopt 360 degree evaluation process where essentially reporting managers should also be rated by directly reporting colleagues.

I understand that there already is some effort done in this area. But if in the existing system a manager him/herself selects whom he/she wants to invite for providing the feedback about him/her, obviously one will choose one’s favorites for the same. It has become like give-and-take in many teams and it discourages others who are not in the favorites circle. People feel let down and “used” when they feel their efforts will never be recognized just because our temperament doesn’t match with boss’. Also, in case of serious complaints also no one goes to ombudsmen; people simply take release from project or leave the organization. Company needs to look at these grey areas and 360 degree feedback is perfect for these.

Last month I had got an invite for providing feedback about a senior colleague, on his leadership and team skills. I thought he had chosen me for that. He was not my boss. I had very good relationship with him so I provided very positive feedback. So I see all such surveys are biased inherently… It is not effective to the organization as a whole to get the correct picture…

I think the system should automatically make all direct reporting colleagues as eligible. Obviously many will not provide feedback because of lack of time. But those who will do, will be the right persons to provide such feedbacks.

Also, in case of L3/L2 support projects, we should have onsite team rating offshore team members and vice versa. And client should rate us too – though not directly but in form of we quoting appreciation emails and our bosses quoting complaint mails, if any.

I think Managers will not like this idea because of obvious reasons :) But company will gain immensely from it. I do not say this. The famous and much liked saying says it:

"People do not quit jobs; they quit their bosses!"

A manager’s position is very important. One manager with 20 people reporting to him/her can make life hell for all/any of those 20 people who in turn may resign from the company or may work with lots of dissatisfaction in their hearts. Such demotivated workers would be drain to all our efforts. One irony is that people seldom tell the real reason why quitting their jobs. Therefore the company will never be able to know exactly why lots of attrition is happening...

- Rahul

Note: Views are personal and do not represent views of any organization associated with the author. [Detailed disclaimer]