One of the most beneficial aspects of 360 appraisals is the ability to identify any employee issues before they become a real problem for your business.

360 feedback results, if tabulated correctly, will show you at a glance any hot spots that you need to act on.

By analysing employee self-analysis scores, you’ll be able to see if there are those who need immediate attention – whether that’s structured training or direct assistance in their job.

These early warning signs can be crucial within business to help manage attrition rates. Although various factors determine the engagement rate within an organisation, tools such as 360 appraisal systems give human resources departments a raft of useful data that can act as a ‘heads-up’.

For example, some employees may have rated themselves as excellent in their self-analysis, but their respondents didn’t share this view. This shows you immediately that this person either needs more training and guidance on how to exceed in their role, or may have skills that would be better suited to a different area of the business.

Knowing how to use the data you receive from your 360 appraisal system is vital and one of the key aspects of Appraisal 360’s software is its ability to give you a ‘snapshot’ across all participants, so you can see easily and quickly spot any employees where intervention may be necessary, before they become dissatisfied in their job and yet another disengaged employee.