Although there isn’t any perfect feedback instrument or process, experience shows that “360” feedback process comes pretty close to perfection, if it is well planned and executed.
“360” feedback is a process where employees or managers receive information about their performance from peers, superiors and subordinates. It can be said to be a wide picture of the impact one has on those it interacts with on a frequent basis. This kind of process helps to identify strengths and weaknesses, allowing for improvement and enhancement at a personal and professional level.
Its importance is attached to the fact that a “360” feedback (by providing a rounded view on strengths and needs to development) allows to:
Understand the perception of others about our performance
Improve working relations and personal effectiveness
Identify important personal areas to develop
Help with career development planning
This occurs because, and only if, the feedback is relevant, clear and structured, accurate and credible, focused and actionable.
Advantages of the “360” feedback:
A higher integration of all employees in the organization: workers feel more important, key elements to the success of the organization, as it also improves communication and respect among all employees – in a higher or lower position.
By providing evaluators with anonymous information, the likelihood of this information and feedback to be more accurate and true is higher than the one gathered in a non-anonymous way.
Since it is impossible for the supervisor to fully know and control all relations and performances, this kind of appraisal more than don’t expect the supervisor to be the only one observing, allows for a complete and wider feedback to be made.
Relating to this, the opportunity for all those people with whom a person comes into frequent contact to give feedback makes it more accurate and credible.... [continues]
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