How to conduct 360 performance reviews


Did you know that 90% of Fortune 500 companies use 360 ​​performance reviews with their employers. If there’s one thing leaders recommend, it’s the effectiveness of year-end reviews (often as part of the 360 ​​reviews program), especially when companies want to promote culture change, achieve a specific goal and improve HR management systems. The next time you have annual performance reviews on your schedule, you can use this guide to learn how to complete 360 ​​performance reviews.

If you are considering making 360 performance reviews part of the corporate culture, you probably know how effective these reviews can be. With the help of performance review process, you can get a clearer picture of your workers and you can also better understand their performance on the job. Thanks to the countless advantages of a 360 review, we can now apply this approach in every company concerned with progress and work ethic within its premises.

A small change in the annual performance review can work wonders.

How to conduct 360 degree employee performance reviews

Here’s a quick guide on how to conduct 360 performance reviews and get the most from them.

Keep the personal approach

One of the main points of conducting 360 performance reviews is to keep the approach as personal as possible. Of course, this should not go beyond the private life of the employee, and the approach should be both professional.

The effective 360 ​​review will have all the elements of a quality performance document. It will contain a section for leaving comments and ratings of other workers. With this option, your employee can get more comprehensive and accurate feedback that talks about different categories of job performance.

Your workers will also be able to get feedback from a manager at the top of the management ladder. By combining feedback from colleagues and feedback from managers, you can create a larger, more personal picture of the exact employee.

Be creative

It is not always easy to do the 360 ​​performance review. However, you have to be creative in these activities to get the most out of the reviews. If there is a segment that is particularly important to your management and your workload, you should include it in the review.

At the moment, you can find many models of 360 performance reviews on the internet. Not all are created to serve every manager and every employee. You have to be creative and make some changes to the sheet to make it more efficient.

A small change in performance evaluation can work wonders. If your employees are used to commenting on their colleagues, your job will be easier. If not, you need to create ways to make the feedback easier.

When you create your sections, you can make more meaningful comments and you can change the entire structure of the exam. Write about your work priorities and highlight sections that talk about the work your workers do on a daily basis.

With this option of adding sections, you will make the exam more understandable for employees.

Select priorities

Each 360 performance review has some of the priority questions and assessments. Within these settings, you can find the answers to many questions that may arise during the exam process.

Set your priorities in the process and stick to those priorities even when the topic gets tough to deal with. At times, you will feel overwhelmed by the review and its preparation for employees, but the goals set will give you the courage to make the process easier to carry out.

Priorities can be employee performance, their contribution to day-to-day tasks, or their level of engagement in day-to-day tasks. Whichever segment you choose, there should be activities that follow your decision.

Decide how to set values ​​to create the feedback and how to reach all employees. Every employee should have a positive experience with the 360 ​​Performance Review. To make this possible, you should create a review that is neither discriminatory nor offensive.

It should include all the segments and parameters that speak to the performance of the worker. Equally important, a 360 performance review should have the right timing. When you are sure you have met all the conditions, take the 360 ​​Performance Review and get the business results you need.


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