Many firms today use 360-degree performance evaluations. Make a casefor this type of evaluation based on theinformativeness principle. What problems may be encountered from implementationof such a...

A 360-degree evaluation is a talent development tool that provides feedback from all angles to recipients. This often comprises bottom-up input from direct reports, peer feedback from coworkers, and top-down feedback from managers. This requires the correct participants and methodologies to be effective. 360-degree feedback has several advantages. However, they are not without difficulties; as with any feedback or review system, if a 360 review is not presented to the appropriate individuals, it may not yield the most relevant and effective input. When determining who colleagues to include in an employee 360 review, consider not just those with whom the employee has a close relationship But their pre-existing relationship with the individual being evaluated feedback on how the individual can improve If you chose coworkers with whom they frequently disagree, their remarks may be impacted by prior confrontations. The 360-degree review procedure is more complicated than other types of review methods. Yes, 360-degree assessments are effective, but they are time-consuming. Gathering feedback from many sources might require more time commitment, and the more individuals you share input with, the more potential there are for people to be unhappy or dissatisfied if...