Feedback

Multisource or 360-degree feedback is a performance appraisal method where feedback is collected from various sources, including peers, subordinates, supervisors, and the employees themselves. This comprehensive approach aims to provide a well-rounded view of an individual's performance by incorporating different perspectives. When 360-degree feedback is used for "development only," its primary goal is to help employees understand their strengths and areas for improvement without affecting their formal performance ratings or decisions like promotions or salary increases. The focus is on personal growth, with the feedback serving as a tool for creating development plans and setting personal goals. In contrast, when used for "administrative" purposes, 360-degree feedback directly influences decisions related to promotions, compensation, and other employment-related outcomes. Here, the feedback is more formalized and carries greater weight in determining the employee's career progression within the organization. The nature of the feedback can be more critical as it affects tangible outcomes, which might influence how honestly and constructively raters provide their input.

Integrating 360-degree feedback into performance management processes can be highly beneficial as it offers a comprehensive view of an employee's performance from multiple perspectives. However, its success largely depends on the design and implementation of the feedback process. Important design components include setting clear objectives to define whether the feedback is for developmental or administrative purposes, ensuring rater training to understand the evaluation criteria and the importance of providing honest, constructive feedback, maintaining confidentiality to encourage candid feedback and reduce biases or fears of repercussions, focusing on specific, actionable feedback rather than general comments, and implementing a system for regular follow-ups to ensure that the feedback leads to actionable development plans and tracks progress over time.

Referring to Bracken and Rotolo (2019) and their ALAMO model of performance, there are specific ways to improve rater performance using Alignment, Ability, Motivation, and Opportunity. For Alignment, it is crucial to ensure that raters understand how the feedback process aligns with the organization's goals. By clearly communicating the connection between the feedback and broader organizational objectives, raters are more likely to provide feedback that is relevant and focused on key performance areas (Bracken & Rotolo, 2019). To enhance Ability, comprehensive training for raters is essential, covering how to provide constructive criticism and recognize specific behaviors that align with performance standards, which helps improve the accuracy and usefulness of the feedback (Bracken & Rotolo, 2019). Increasing Motivation involves highlighting the positive impact of their feedback on colleagues' development by sharing success stories where feedback led to significant improvements, encouraging raters to take the process seriously and provide thoughtful, honest feedback (Bracken & Rotolo, 2019). Lastly, providing raters with ample Opportunity to observe the employee's performance by encouraging collaborative projects and regular interactions ensures raters have a comprehensive understanding of the employee's work, leading to more informed and accurate feedback (Bracken & Rotolo, 2019).