SOME FAULTY ASSUMPTIONS THAT SUPPORT USING MULTI-RATER FEEDBACK FOR PERFORMANCE APPRAISAL

Victoria A. Pollman

I believe in using 360-degree feedback strictly for development. It is supportive and promotes self-awareness. Using it for appraisal makes it punitive by its very nature. In fact, to do so is an artifact of an archaic, white-male-dominated management system that stresses command and control. It is antithetical to current leadership theory based on empowerment of employees. On its face it sounds very appealing to hold managers accountable and to give employees a say in their managers’ ratings, but this approach is really built on a foundation of quicksand.

If you use 360-degree feedback for appraisal, the underlying philosophy supports ...

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