Traditional performance appraisals have many flaws, mainly due to poor utilization and low commitment to the output of the information. Too often performance appraisals are convoluted and include pay raises, which limits the power of the feedback. Rather everyone is asking, "how much am I going to get." They may be great for gauging the performance of cascading goals, but do they really engage people or inspire them to change or make improvements? Not likely.

Performance appraisals have many limitations, mainly they are between a manager and an employee. They don’t consider all of the stakeholders (managers, peers, direct reports and customers) that an employee engages with throughout the organization.

Using an anonymous survey, such as a 360 survey, helps protect anonymity so raters can be candid and truthful. With candor, comes powerful feedback, which removes politics, gaining the system, and the superficial feedback too often found in annual reviews. A 360 survey gets at deeper meaning and drives feedback to uncover hidden strengths or challenges. Performance reviews don't even come close. In the end, a 360 survey with anonymous raters gives leaders an opportunity for better self-awareness and that needs to be the focus: professional development to help drive the "what" and "how," not who said what about me.

At ThinkWise our 360's are more focused, targeted, and easy to use by anyone.

Whether you are an inspired leader of a growing organization, an experienced human resources professional,
or a management consultant, ThinkWise 360 surveys will provide the clarity and alignment that drives performance.

Don't just take our word for it. Listen to what ADAC Automotive had to say about how ThinkWise 360 surveys were used to successfully implement their new leadership development program.