Performance Management & Development
Feedback is critical to the success of any employee in their work. Receiving performance feedback is effective if it is delivered in real time and on an ongoing basis. Whether the feedback is delivered through a 360-feedback program or through an appraisal it’s important to understand the fundamental difference between the two and that each method has completely different objectives.
The purpose of performance appraisals is to measure an employee’s progress on what they are expected to achieve and deliver on in their role. Whereas, the purpose of a 360-feedback tool is development, growth and improvement.
Although there is increasing interest in making performance appraisals more developmental, organizations still require a tool to measure employee performance against their key deliverables.
In our tip sheet we will explore more in depth the key differences between 360-Feedback and Performance Appraisals.