Prepare Your Teams For The Future

Traditional feedback and performance evaluations are made periodically by getting an evaluation from a single manager. Unlike the traditional performance evaluation system, 360 degree feedback evaluation method is not only performed by the employee's manager. In this evaluation method, the feedback and opinions of colleagues, team members and customers are also included in addition to the employee's superior. In this way, factors that may negatively affect the results of one-person evaluations such as subjectivity, personal relationships, insufficient observation and information are eliminated.

The main reason why the 360 degree feedback evaluation method is called 360 degree is the variety of people who evaluate the employee. With a 360-degree feedback evaluation made by more than one person with whom the employee has a relationship, the process of evaluating employees can be carried out more clearly and objectively.

The 360 ​​degree feedback method, evaluates a person as a whole in the process. By determining not only the aspects that need to be developed but also the competent aspects of the employee, the inclusiveness and objectivity, which are the most important features of the 360 ​​degree performance evaluation, are provided at the same time. Thus, more useful and appropriate processes for the awareness and development of the employee's professional competence such as business knowledge and productivity can be sustained.

Many issues can be addressed with the 360 ​​degree feedback, which provides an open, objective and inclusive evaluation process. The main areas that are been evaluated include the professional and individual competencies as well as behavioral competencies of the employees. As a result of the 360-degree feedback, the processes for the development of competencies and behaviors such as training, support and rewards that employees need, can be determined more efficiently and effectively.