What is 360 degrees evaluation? When I first heard about this evaluation process, I thought it was about turning 360 degrees but I was wrong. I researched for it on the internet and I found out that it is an evaluation process for the employees, to know more about them, what are their potentials, their weaknesses, strength and talents. But I agree with Dennis C. Carey’s view on the 360 evaluation as he said on his article that 360 evaluations are predictably biased. For me, I can see it biased because in an organizations or corporate companies, you have friends who likes you and there also those co-employees who doesn’t like you. With 360 evaluations, selected co-employees were chosen to give feedbacks about the certain employee how they rate him as what they see him individually. I supposed, that’s where the process got its name.
It will be biased because of the personal reasons of the one who gives feedbacks, no matter what if it is a friend or an enemy, it is still not accurate. Or sometimes when a participant feel threatened by the one they evaluate, I am sure they will surely be less open on their feedbacks or sometimes decline to do it. I’ve been into this process and I was so hesitant to give the true feedbacks everytime a certain friend/co-employee is the one being evaluated and that is very bias. For me, the best evaluation a certain party can provide to know how competent a certain employee on his job is by studying his job output and reports and maybe by observations but that is only a part of the process not as a whole to avoid biases.
