I am currently working with a small creative company who in spite of their size (10 people) and youth have achieved IIP very quickly. I have been asked to review their appraisal process which seems to work well and is pretty much textbook stuff. They are keen to see 360degree input, which I think they could do quite easily by extending the role that self-appraisal currently plays in their process. In all my years in HR (!) I have not experienced 360 degree appraisal in practice apart from seeing it used as a senior management development tool, separate from the normal performance review process, and in a very large financial services company – totally at the other end of the scale to my current client. Just wondered if anyone had any basic operational advice that may help here. The MD currently does all the appraisals and wants to see the process cut down at the same time!
Lindsey Claydon