From All for One for All

Everybody, no matter the walk of life, comes into social environments in which they must contribute. In the professional world this known as a workplace. A workplace must be a safe and healthy place for the worker to contribute to the business, a parameter that has always been indirectly violated by the accompanying parameter within business known as employee appraisal. At a high level, employee appraisal is a systematic way to help ensure the workers in a company have been contributing fairly; a system in which the manager is a wildcard and the central authority. While this rigid system has been effective thus far, it has also been heavily counter effective. Given that previously all of this data was streamed by managers, we cannot account for the personal bias that might or might not have influenced the lives of workers. Nonetheless, these rigid traditional systems have given rise to new systems, fair systems, systems like a 360 review.

At a high level, this review is a feedback system that offer recursive improvement at the workplace that is focused on providing a balanced view of a worker. With the implementation of this system at workplaces, individuals can now get feedback from their peers as well as give about their peers. By slightly manipulating the implication of the central figure from the feedback systems, a more level and fair work environment is created. No longer does the manager act as the filter, but rather become a propagator. The system attempts to maintain the benefits of a hierarchical structure, while offering the liberating and unifying experience of decentralization. While the philosophical aspects of distributed systems is beyond this writing, it is worth noting, that decentralization and fair distribution has been attributed with a society closer to a Utopian one.

The 360 system creates a —- by pooling together different parameters such as leadership, sight, communication, punctuality, accountability, habits, and so on. The parameters are of course defined by the type of work being done. The angle from which the person conducting these reviews must approach is one of positive and constructive nature. Furthermore, the overarching goal of conducting this kind of review is to provide the worker with a detailed professional self-profile without digging to deep and hurting the worker. Moreover, the system is accredited with allowing the workers to create goals and plans from which they can build their careers all the more.

Thus far, only progressive companies have been employing this process; showing incredible results. It should be noted that they are also companies that understand how to utilize the data properly and efficiently. Some of these companies have taken the next step and increased the utility of the review system. They introduced an open aspect to it. An aspect that shares the feedback publicly to other workers. An aspect that has resulted in more collaboration, in turn resulting in more productivity, resulting in more success. Not to mention the benefits that individuals reap with the establishment of larger, more open, healthy social networks.