Here are some expressions commonly used in discussing feedback matters.
360 Degree Feedback - it includes self ratings, peer review and upward assessments; i.e. feedback is sought from everyone appraisal interview - the assessment of the functioning of an employee in relation to his work downward appraisal - top-down assessment happy sheet - evaluation form participant - person who takes part in activity, for example a seminar peer appraisal - a method in which the performance of the employee is evaluated by work colleagues rather than by his manager performance - how well a person, machine, etc. does a piece of work or an activity self-review - a method when the employee evaluates his own performance and then discusses this with his manager strength - the quality of having power or force upward appraisal - bottom-up assessment weakness - lacking physical or mental strength
Now we put new vocabulary into context, so you can see how you might use these terms yourself. The expressions are in boldface in the text.
Evaluation forms are usually handed out at the end of the workshop. If appraisals are designed to improve performance, then it is necessary to have a meeting at a later date to see if performance really has improved. Some athletes take drugs to improve their performance. Rudeness is the weak manīs imitation of strength. Even for a small business, one with a single owner or manager and three or more employees, 360 degree feedback, upward appraisals, and peer appraisals may be helpful. The concept of performance appraisal is common among commercial organisations. People participating in the 360 degree review can include: peers, subordinates, colleagues from other departments, business partners, clients and any other business contacts of the employee.
