Abstract
This paper focuses on the problems and prospects of 360-degree feedback methods. The rationale behind these appraisal systems is that different evaluation perspectives add objectivity and incremental validity to the assessment of individual performance. This assumption is challenged in this paper. Our research shows that there is a consistent difference in self- and supervisor ratings especially. This implies that, as long as these differences are understood as the result of several effects in measuring one's performance, the multi-source assessments will lead to a false sense of security and objectivity. Instead, when the differences are understood as subjective evaluations with a value in themselves, then different perceptions can be used for a better understanding between supervisors and employees of the working relations, personal performance and underlying motives for career development. Several recommendations are made for human resource management practices and future research.
Notes
Dr Beatrice I.J.M. van der Heijden and Dr André H.J. Nijhof, University of Twente, School of Business, Public Administration and Technology, PO Box 217, 7500 AE Enschede, the Netherlands (tel: +31 53 489 35 19; fax: +31 53 489 21 59; e-mail: [email protected] or [email protected]).