As companies seek to ensure that their performance management process is the right one for their organization, some have moved to a 360-Degree review process.
This strategy typically entails obtaining feedback from a multitude of sources that regularly interact with an employee. That list may include their manager, peers, subordinates, customers, and clients. Also, employee being reviewed is given the opportunity to complete a self-assessment.
Companies that choose to implement a 360-degree review process typically do so because they believe it better promotes continuous learning and improvement through other processes.
Could a 360-Degree review process work for you company? Here are 10 steps to set one up at your organization:
- Outline an objective: Identify the purpose of the assessment, the actions that will be taken, and the resources that will be required to complete it.
- Determine how the review will be administered: It’s important to analyze if you have the internal resources to run this type of process or if an outside party should be brought in.
- Create the assessment: Make sure to include questions that align with the company’s goals. Also, seek to find out how the employee influences others and reacts to common situations.
- Prepare employees for the review: If your company is new to the 360-degree review process, take the time to educate your team about how it will work and why you are doing it. Also, express how this process differs from typical performance reviews — for example, the impact on compensation will not necessarily be the same in this scenario.
- Train the individuals involved: Provide insight and direction to help those involved in the process to feel comfortable completing the process.
- Administer the reviews: Many employees are often wary of items that carry significant change. And of course, if they feel that something could impact their paycheck, red flags will certainly go up! Thus, you may want to initially try this process on employees that are open-minded. They may be used as ambassadors of the benefits of the new process when it is rolled out to other employees.
- Collect the reviews and analyze the results
- Deliver the results: When the results are presented to an individual, the focus should be on identifying areas that need improvement, but also on areas where the employee really sets a great example for others.
- Create an employee action plan: To maximize the potential benefits of this review process, the individual should develop an action plan that will enable them to improve in the recommended areas. The employer should be prepared to provide support, while also ensuring that the plan is followed.
- Repeat the process: Generally six months to a year later, conduct another 360-degree review and compare the results to the previous review.
Has your company implemented a 360-degree review process? Or have you found another strategy that works better for your company?
If so, we’d love to hear about it in the Comments below.