Compensation
As we have seen, moving from using 360-degree feedback for development only to using it to set goals during the performance appraisal process requires work, but can be fairly straightforward. The next logical use for 360-degree feedback in the performance appraisal process is in the area of compensation. This particular transition, however, presents some distinct problems.
It has always been difficult to translate a numerical rating of performance into what is perceived as a fair pay increase. Adding multi-source ratings does not necessarily address this issue. To make an accurate assessment of performance that will be useful for decisions about pay, it is essential to evaluate not only what a manager does but also how the work ...
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