| The only way to actually evaluate an employee is by | | | | completes tasks correctly, once again with a comment |
| evaluating from all sides. This can be easily done by | | | | box. Teamwork is next with a checkbox method with |
| using the 360 Degree Feedback form. This form will | | | | questions regarding respect, handles criticism, ability to |
| provide you with the information you need from all | | | | work with a team, ability to share resources, and work |
| aspects of the performance of an employee. The | | | | performance. Leadership is next with the same |
| employee, as well as managers, subordinates, and | | | | answering choosing method with questions regarding |
| co-workers fill out a form answering the same exact | | | | responsibility, work without supervision, high pressure |
| questions. This form can be used to decide whether | | | | situations, and the ability to motivate others. The last |
| an employee should receive a promotion or possibly | | | | section is centered on overall performance with |
| more training. | | | | questions topics being promotion, dismissal and |
| The 360 Degree Feedback form can be shown to the | | | | additional comments. |
| employee so he or she can better understand the | | | | The best way to learn about an employee is by |
| way their work performance is perceived by others | | | | seeing the way all those that work with the employee |
| compared to their own thoughts about the way they | | | | on a daily basis view the person. Just because a |
| perform their duties. The best part is this can all be | | | | person is present at work every day and is fun to |
| done online, so when discussing the results with the | | | | have around does not mean they are pulling their |
| employee they will not have to know the person or | | | | share of the work load. Using an anonymous system |
| persons behind the answers, but can be presented in | | | | like the 360 Degree Feedback form that allows |
| a group manner so the employee can learn how to | | | | coworkers and managers the chance to speak the |
| better perform their duties. | | | | truth will provide you with the feedback you need to |
| The questions on the 360 Degree Feedback form | | | | ensure you have employees that actually are part of |
| include the position whether employee, manager, | | | | the team instead of just dead weight that is making |
| subordinate, or peer. The next section is for the | | | | everyone else work harder. |
| information of the employee being evaluated. The next | | | | By using the 360-Degree Feedback, you will be able to |
| group of questions are on job knowledge in which a | | | | gather the information you need to decide whether an |
| box will be chosen from strongly agree to strongly | | | | employee should be promoted or should be sent to |
| disagree. Questions include understanding the job, | | | | the unemployment line. |
| knows how to operate equipment, follows rules, and | | | | A fast way to get an online 360-Degree Feedback |
| shares knowledge with coworkers along with a | | | | form is to make a free account on 123ContactForm. |
| comment box for any added thoughts. The next | | | | You can add their 360-Degree Feedback form |
| section is on productivity and has the same checkbox | | | | template to your account and start evaluating your |
| method with questions concerning enthusiasm in work, | | | | employees. |
| meets deadlines, never late, multi-tasking abilities, and | | | | |