Performance appraisal is key to organization’s success since it identifies whether the set goals have been achieved or not and creates a room for improvement. One of the techniques used by the organizations is the 360-degree feedback system, adopted by the Ridge Intellectual despite the challenges the company faces in the implementation process.
To effectively implement the 360-degree feedback system, the top management should be conversant with the three major components of 360-degree feedback namely input from the different stakeholders; analysis involving the resources; and the corrective action. In this case scenario, the organization should have first performed a pilot study involving a small group of the employees. The input should have been totally anonymous and the HR should examine the first level to present it all to all the employees. Initial feedback if goes without analysis could be generally harmful to the employee and the company since the employees are not conversant with direct communications/feedback and from strange sources. The feedback should be only one parameter and the assessment of 360-degree feedback should be improved and extended gradually, not at one time. For many employees, accepting this change at once is hard due to the fear of the unknown and conflict with the existing organizational culture. The major focus, in this case, should be for the development, and this cannot be achieved without involving the employees. For this reason, the HR should enroll employees for corrective training but first ensure that the employees understand the reasons behind it to avoid conflict.
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Therefore, the adoption should be gradual and step by step process, first starting with a small group rather than involving the entire company. This offers a good background for acceptance and creates a room for the organization to present outcome and learn from their mistakes.
