We currently use 360 feedback as part of our leadership and management training to help people with their development. For the next development step of our individual performance appraisal system we are looking at introducing a 360 element for managers. Do any of you have experience of using 360 feedback as part of the appraisal process and if so how would you answer the following –
How does the company go about deploying it?
What do you measure through 360?
How are the raters chosen?
Does it have an impact on their overall performance score for the year?
Regards
Craig