Companies are starting to look at management assessment tools as a way of reducing expense. One avenue that is currently being explored in Cambodia is 360 degree feedback, otherwise known as multi-source feedback, multi-rater assessment or peer review.

This is basically an anonymous evaluation system for incorporating feedback on an employee’s work performance from the employee, their peers, superiors, subordinates and customers. The ultimate goal is to establish a baseline for employee development.

This type of assessment tool is commonly used by the international business community, and while its popularity is high, it is important to understand that results will only lead to improved performance with the correct organisational conditions. An employee reduction means an increase in the workload for remaining staff. When conducted with inadequate preparation, low participant commitment or lack of formal structure, the resulting information can be useless and even harmful. It does not work as a temporary measure to improve a company’s performance.

Before choosing to conduct 360 degree feedback, businesses should carefully examine their current operational environment and organisational structure in order to reap the positive results from effective management assessments.

Curran Hendry, director of human resource services at American Academic Associates (AAA), writes our monthly column on the employment market in Cambodia.

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