Which performance appraisal method is likely to provide the most comprehensive view of an employee’s performance?

The 360-degree feedback method stands out as the most comprehensive performance appraisal approach because it gathers input from multiple sources. This typically includes feedback from the employee's peers, supervisors, subordinates, and sometimes clients or customers. By collecting evaluations from various perspectives, 360-degree feedback provides a well-rounded view of an employee’s performance, behavior, and impact on others.

This method acknowledges that an individual’s performance can be perceived differently by different stakeholders involved in their work environment. With insights from diverse viewpoints, 360-degree feedback not only identifies strengths but also highlights areas for improvement, offering a more holistic overview compared to methods that rely on a single perspective.

In contrast, peer review primarily relies on the assessments of colleagues, which, while valuable, may not capture the full range of an employee's performance across different contexts. Management by Objectives focuses on the achievement of specific goals set between the employee and supervisor, potentially neglecting other important aspects of performance that are not goal-related. Likewise, the graphic rating scale provides a structured way to evaluate performance against predefined criteria, but it usually captures only the supervisor's view, which can be limiting. This combination of factors makes 360-degree feedback the most thorough and insightful method for performance appraisal.