The obvious shortcomings of 360-degree performance evaluation

The emergence of any performance appraisal method stems from the needs of practical problems. Before the 360-degree assessment method appeared, the main assessment method adopted by enterprises was single-source inspection, that is, one-way inspection and evaluation by superiors to subordinates. Although this one-way inspection method is simple, it also has its obvious shortcomings:

1. If the boss's personal likes and dislikes affect the judgment of subordinates' work, it will be unfair;

2. Index assessment cannot effectively evaluate functional departments (performance is difficult to quantify);

3. It is not conducive to the long-term ability development of employees and the shaping of values.

Compared with this traditional one-way assessment method, the 360-degree performance assessment feedback method reflects employees' work from multiple angles, making the results more comprehensive, objective and reliable, especially paying attention to the feedback process, which is the effect and function of applying everyone's assessment results to the mirror and provides opportunities for mutual exchange and learning. 360-degree assessment method: 1. Focus on obtaining the information of the appraisee from multiple subjects who have a working relationship with the appraisee, top-down feedback from superiors, bottom-up feedback from subordinates, feedback from colleagues at the same level, feedback from internal support departments and supply departments of the enterprise, feedback from customers inside and outside the company, and feedback from myself. Secondly, it is emphasized that the evaluation weight of the service object is the largest, such as the evaluation weight of the service object, the evaluation weight of the superior, the evaluation weight of the supplier, the evaluation weight of the colleague and the evaluation weight of the subordinate.