A 360-degree performance appraisal is an employee evaluation tool that includes feedback from a supervisor, subordinates, colleagues and customers. The purpose is to create a broader view of the employee's performance based on the impact of relationships with key stakeholders, according to an article by Terri Linman posted on San Diego State University's website.Know More
The supervisor's assessment is similar to a top-down evaluation. The manager shares feedback on the employee's performance toward work goals and development of skills, notes Linman. For a manager, feedback from subordinates is helpful in recognizing strengths and weaknesses in leading and motivating workers. Colleagues can share insights on whether an employee is a team player or whether the worker is performing up to department standards. Input from customers or clients is especially useful in a customer-centric organization. If customers are not satisfied, the employee may need additional training or strategies.
The primary benefit of the 360-degree appraisal is its rounded perspective on the employee's performance. It minimizes the potential of a biased evaluation from a single supervisor. Steve Taylor for the Society for Human Resource Management notes that 360-degree appraisals may cause morale problems if poorly managed. When a company ties compensation and promotions to this type of appraisal system, risks include team conflict and misplaced goals. One strategy is to simply use it for feedback and communication purposes.Learn more about Careers
A letter of employee transfer constitutes the name of the person being transferred, the name of the new supervisor, the effective transfer date, and the department to which the person is being transferred. A transfer letter is brief and short. It does not need to be very detailed, because it serves as an internal official letter.Full Answer >
To write an evaluation of a teacher's performance, decide what teaching activities to include. Evaluate reviews from students and peers, along with a teacher's self-review. Write the report in a way that is fair to other teachers. You need the data from the outside and self-reviews, along with a computer for typing the report. The estimated completion time is one to two hours.Full Answer >
Organizations encourage both informal and formal methods of communication for managers to give employee feedback. Informally, a supervisor offers immediate praise or correction after an employee completes an important task or project. Formal periodic evaluations allow a more in-depth, specific assessment of worker job performance, notes Florida International University.Full Answer >
When giving a job evaluation to an employee, make sure to avoid too much negative commentary, reiterate what good the employee does for the company, cover the entire year or the span of time since the last evaluation and let the employee know how they can improve. There's no reason for employees to dread receiving a job evaluation as long as it helps more than it hinders morale and productivity.Full Answer >