According to some studies, the ‘360-degree’ employee evaluation method is used by one-third of companies in the U.S., but it is becoming increasingly popular in other parts of the world. Anonymous evaluations by colleagues and supervisors are considered quite reliable; however, this method also has significant downsides.
Written by: Kristina Kardum
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There is an employee evaluation method that shakes the work environment so much that it seems like fifty percent of people have been fired, and everyone feels that historical changes are taking place. Consequently, the same method can demoralize and psychologically damage the evaluated employee to the point of never recovering. This evaluation method is called ‘360 degrees’ because each employee is anonymously assessed not only by their superior but also by colleagues in various types of work relationships – up to a dozen collaborators. Of course, this means that feedback on work and performance must be taken quite seriously. When the evaluation is positive, the results are rarely comparable to any other praise because it fosters a sense of buoyancy, a surge of creativity, and work discipline, and allows for the development of better relationships with clients and more successful career advancement. However, if it is negative, the company may face more problems than before the evaluation.
Colleagues or Enemies
Feedback from ‘360 degrees’ allows each individual to understand how they are perceived by others as an employee, colleague, or staff member. Critiques are most effective because they reflect relationships, strengths, and weaknesses that only other colleagues or clients can see. The roots of this method date back to World War II: at that time, the German police collected opinions about their members from various sources using an unpopular method. It began to be used more frequently in the fifties, and by the nineties, many organizations and professionals from human resources departments had adopted it. The problem was that data was collected and compared on paper, making the process slow and expensive. Today, such surveys are more popular due to the use of the internet; according to some studies, one-third of companies in the U.S. or 90 percent of companies on the Fortune 500 list use them. Clearly, the method can bring a lot of good to a company.
However, if negative opinions about an employee’s work resonate at several management levels, it requires an exceptionally positive attitude and a strong mind to turn the experience into something encouraging and positive, and to avoid turning all previous colleagues into paranoid enemies. – Becoming aware of one’s flaws and changing according to what is learned from such polyphonic criticism is much more impressive than if someone develops solely on praise. Negative criticism can be an opportunity for a person to show how they can listen and learn, says Prof. Larissa Tiedens from Stanford Business School. What to do when receiving negative criticism? Harvard Business Review offers several useful tips for overcoming anger, disappointment, and even the desire for revenge. It is not said in vain that sarma is best when it sits for a while. Similarly, when negative results are received, one should not react in a panic and take it out on the first (most likely completely innocent) colleague and adopt a defensive stance. It is advisable to wait a bit for the impressions to settle, and then try to empathize with colleagues. One should inquire about what they are doing, what problems they are facing. Due to these curious and empathetic parts of our personality, we are often very open to others, so it is not a very difficult task. Then, one should remember where such criticisms have been heard before. It helps to talk to a trusted person to gain another perspective on the whole matter.
