Feedback 360º
A evaluation tool 360º not yet very is used. However its benefits are diverse. This article,
sufficiently practical, list some of the aspects to have in account in the application of this tool. Feedback 360º is an evaluation system by which each person is evaluated by its head, for its friends, collaborators, and also, customers. The evaluation is carried through by intermediary of a
questionnaire in which if they evaluate questions as the performance, the necessities of formation or the quality of offered service, and where if it collects information on individual capacities and knowledge. Normally, this tool in the levels of upper middle direcção is used. General
recommendations to apply the evaluation of multiple sources: a) It is not advisable in scenes with a precarious labor climate; b) Also it is not recommended to take decisions of rewards; c) It is important to have validated a model of abilities; d) It is important to use to advantage the gotten information stops improvement shares; e) It is essential the confidencialidade of the information and the anonymity; f) The evaluated person must be able to choose who goes it to evaluate (in accordance with some criteria). Not to apply? a) in a small company with difficulties to get a enough number of answers (danger of subjectividade in the evaluation); b) in a company with a hierarchic culture, internal competitiveness and rigidity; c) in a company in period of change and reorganization. As to choose a questionnaire the tools can be bought already done or can be elaborated ad-hoc for our company. If if to buy already done, in the height to choose a questionnaire has that to follow a series of recommendations: 1. To assure that the aspects that the questionnaire measures coincide with the ones that our company desires to develop and they are key for our success. 2. The alíneas must describe specific behaviors and observed, described of positive form, describing personal and not generic situations (?Profit confidence when I decide the problems of efficient form " of time of ?the collaborators who decide the problems of efficient form gain confidence? - excepto if if relates the behaviors that involve more than what a person) and that all can be applied it the people who encircle the evaluated one (not only the heads, collaborators or colleagues separately). 3. The questionnaire must: - to identify the important behaviors for the performance of the work of the evaluated one - to identify the origin of the punctuations of feedback - to compare feedback with others and the average (in the case of available having) - to define feedback for items and areas - to include recommendations