BY PRESSING START BUTTON:
1. YOU WILL FINISH THIS SURVEY OBJECTIVELY.
2. YOU ACCEPT THE RESULT AS A REFERENCE TO TEAM MEMBER PERFORMANCE.
IF YOU DO NOT AGREE WITH THE ABOVE, PLEASE STOP AND ASK YOUR SUPERVISOR FOR SUPPORT.
PULSANDO EL BOTÓN START :
1. VA A TERMINAR ESTA ENCUESTA OBJETIVA.
2. USTED ACEPTA EL RESULTADO COMO UNA REFERENCIA AL RENDIMIENTO DEL EQUIPO MIEMBRO.
SI NO ESTÁ DE ACUERDO CON LO ANTERIOR, POR FAVOR PARAR Y PREGUNTAR A SU SUPERVISOR DE APOYO. ਸਟਾਰਟ ਬਟਨ ਨੂੰ ਦਬਾ ਕੇ : . 1. ਤੁਹਾਨੂੰ ਨਿਰਪੱਖ ਇਸ ਨੂੰ ਸਰਵੇਖਣ ਖਤਮ ਹੋ ਜਾਵੇਗਾ . ਹਵਾਲਾ ਸਦੱਸ ਪ੍ਰਦਰਸ਼ਨ 2. ਤੁਹਾਨੂੰ ਇੱਕ ਨੂੰ ਟੀਮ ਨੂੰ ਦੇ ਤੌਰ ਤੇ ਇਸ ਦਾ ਨਤੀਜਾ ਨੂੰ ਸਵੀਕਾਰ ਤੁਹਾਨੂੰ ਉਪਰੋਕਤ ਨਾਲ ਸਹਿਮਤ ਨਾ ਕਰਦੇ, ਜੇ, ਨੂੰ ਲਈ ਰੋਕਣ ਅਤੇ ਸਹਾਇਤਾ ਪਣੇ ਸੁਪਰਵਾਈਜ਼ਰ ਨੂੰ ਪੁੱਛੋ ਕਰੋ ਜੀ.
WHAT IS 360-DEGREE FEEDBACK?
Sometimes referred to as 360 reviews or 360 assessments, 360-degree employee feedback provides a holistic view of an employee by gathering feedback from an employee’s manager, peers and direct reports.
Organizations have most commonly utilized 360-degree feedback for developmental purposes, providing it to employees to assist them in developing work skills and behaviors. However, organizations are increasingly using 360-degree feedback in performance evaluations and employment decisions (e.g., pay; promotions). When 360-degree feedback is used for performance evaluation purposes, it is sometimes called a "360-degree review."
HOW ARE 360-DEGREE REVIEWS CAN HELP THE TEAM PERFORMANCE?
- Well-rounded look. Most performance reviews involve the employee getting feedback directly from their manager. While a manager’s perspective is invaluable, it’s inherently limited. 360-degree feedback involves feedback from many additional sources, providing a well-rounded look at an employee. After all, people may act differently around their boss than around their peers and direct reports.
- Forward-looking. 360-degree feedback is forward-looking – what are employees’ strengths and weaknesses, and what developmental steps can help them become even better.