Manager's Application of the 360 Degree Appraisal System

360 Degree Appraisal System
Name
Institution
Instructor
Date Due
360 Degree Appraisal System
The aim of introducing this system of appraisal was to obtain feedback from employees in the immediate cycle of workplace. The system was an idea to improve the working environment from an individual's level and as a result increase the company's output with well motivated employees. As the manager, using this system of appraisal may be considered as the best in planning and making the company's development steps. Since the managers and the subordinates' response are against the use of the system, the manager should come up with the means to help them learn, understand and believe this is the best method for appraising in the company and it would result to their welfare.
The manager should take a serious look at this appraisal system and the details that may have been unfavorable to the managers that report to him and the subordinates. For instance, the method of administration of the bar questions to the subordinates should be reviewed. The evaluation of the results should be done by independent persons and not the bosses. This will help in eliminating the monotony of a uniform grading to the subordinates since those evaluating will not have the knowledge of the employees and will grade them according to their performance. The manager should then communicate this persuasively to the subordinates and ensure that this action is favorable to them. The managers who report for you should also be evaluated individually by the independent personnel and ensure that the decisions based on bonuses and pay rise are affected depending on the results to the managers after their evaluation to ensure they are motivated more.
In addition, the manager should ensure that the goals are well defined to his managers and the subordinates and that they are measurable. These goals should also be achievable in accordance with the 360 degree appraisal system. The appraisal system should improve the performance and the quality of the set goals. The manager should also take time to discuss with the managers and subordinates the impact of this appraisal system and help them understand its benefits both to the administration of the company and themselves. In the discussion, the manager should seek to clarify any uncertainties that the employees may have based on this type of appraisal system. Open discussion with them will help in convincing the employees for the benefit of it all and how it will be beneficial in rewarding their efforts at the end. By doing this, the manager will be in a position to have his system which he had spent too much time formulating been adopted in the company with both the managers and subordinate satisfied on its effectiveness.
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