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360 Degree Feed Back and Employee Productivity

The success of any organization depends on the quality and characteristics of its employees. The employees become a significant factor in  any organization since  they are the heart of the company (Daoanis, 2012).

360-degree feedback, also known as multi-source feedback, was defined by Ward (1997) as ‘the systematic collection and feedback of performance data on an individual or group derived from a number of the stakeholders on their performance’. It is a process in which someone’s performance is assessed and feedback is given by a number of people, who may include their manager, subordinates, colleagues and customers so that assessments take the form of ratings against various performance dimensions (Armstrong, 2009).

London and Beatty (1993) have suggested that 360-degree feedback can become a powerful organizational intervention to increase awareness of the importance of aligning leader behavior, work unit results and customer expectations, as well as increasing employee participation in leadership development and work unit effectiveness.

Benefits of 360-degree feedback (The Feedback Project, 2001).

• Increased employee self-awareness.

• Enhanced understanding of behaviors needed to increase individual and organizational performance.

• The creation of development activities that are more specific to the employee.

• Increased involvement of employees at all levels in the hierarchy.

• Increased devolution of self-development and learning to employees.


Advantages and Disadvantages of 360 Degree feedback

Figure 1: Advantages and Disadvantages of 360 Degree feedback

Source: (Armstrong, 2009)

Performance Feed Back and Employee Productivity

Jackson and Schuller (2012) in their study found out that effective feedback system after employee appraisal, enhanced productivity. Baruch (2016) noted the effectiveness of feedback mechanism in enhancing productivity as it provides direct response on areas employee need to focus to improve performance that enhances effectiveness as well as efficiency in the organization.

Figure 2:Performance Feedback and Employee Productivity:

Source : (Daoanis, 2012)

Employee evaluation has a helpful effect on their productivity (Daoanis, 2012).Similarly, it found out that feedback for employee performance was positively correlated with their productivity (Daoanis, 2012).

Example

A study presented by Okeke, Onyekwelu and Akpua (2019) that was undertaken in South East Nigeria, with the view of establishing the impact of performance management on the productivity of its employees. The study specifically considered how 360-degree feedback appraisal, self-assessment, performance review and evaluation has on employee productivity using a sample size of 366 respondents. Findings indicated a 360-degree feedback appraisal had a positive and significant influence on the productivity of employees.

References

Armstrong, M., 2009. Armstrong's Handbook of Performance Management. 4th ed. s.l.:Saxon Graphics Ltd.

Carol , O. & Florah , O. M., 2019. Performance Management Practices and Employee Productivity at State Department of Kenya. International Journal of Business, Humanities and Technology , Ix(2), pp. 20-30.

Daoanis, L. E., 2012. PERFORMANCE APPRAISAL SYSTEM: It’s Implication To Employee Performance. International Journal of Economics and Management Sciences, 3(3), pp. 55-62.

 Chen, Y. (2013). Self-determination in Human Behavior. Journal of Applied Psychology 74 (2), 580-590


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