The pros and cons of 360 appraisal

360 appraisal is an extremely hot topic in HR and performance management at the moment, and it is an increasingly common conversation we are having with our clients; including the use of 360 particularly in relation to performance appraisal. It seems that many consider this to be the panacea when, in reality, it can be the opposite if introduced into a culture that isn’t ready. That said, 360 appraisal can also be an incredibly enlightening development tool if used in the right way. This paper explores the benefits and the risks of 360 appraisal, with a view to enabling organisations to make the right decision as to how to best utilise this tool. It can be very useful if used in the right way; but blindly going into it and hoping for it to all simply just work out is bound to lead to failure, and a perception of 360 appraisal that it isn’t a useful way of getting feedback. It is a slightly more complex of getting feedback, but can have excellent results when used well.

What is 360 appraisal?