In the line managers corner we have Graham….in the employees corner we have James. Round 1-The gloves are off!

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November 5, 2010

In the line managers corner we have Graham….in the employees corner we have James. Round 1-The gloves are off!

James is about to partake in an assessment run by his line manager Graham. The outcome of this assessment will determine whether or not James receives his well deserved promotion. Unfortunately, James doesn’t have the best relationship with his line manager.

James and Graham work very differently and they clash frequently over issues within the office. Despite the fact that James is a very hard working member of the team and always gets the job in question done, he’s concerned that the problems he has with his line manager within their working relationship will impact the outcome of his assessment and therefore his future prospects.

How can James ensure that he gets a fair assessment, when in his mind there is a cloud of doubt as whether Graham will give a well rounded and unbiased view on how he performs? Can Graham guarantee that his assessment of James won’t be biased by prior perceptions or the difficulties that they experience in their working relationship?

James has a need and desire to improve and further himself in his working environment. For him to achieve in this way he needs to have objectives and goals that are measurable. Only then can he ensure he has the right tools at his disposal to forward progression in his career.

Assessments within the workforce are often performed by line managers, in this case Graham. Evaluations such as these are used to identify ways in which one can improve and achieve. The downside with only the line manager running the assessment is that you are left with one perception and potentially inaccurate as a result.

Enter 360 degree feedback. This feedback tool removes the potential problems that can arise when a line manager alone is expected to make an assessment on a member of staff. Assessments prepared in this way can suffer from a number of problems. What a manager sees an employee as being able to do, or not do could be very different to what that person’s direct reports, peers and colleagues see

So now, as a candidate in a 360 degree feedback review, James can therefore stop worrying about being unfairly assessed. He can guarantee that his appraisal will be an accurate, effective and unbiased view on how he performs.

There’s no doubt about it…..using 360 degree feedback, James most definitely wins the round!