The 360 degree performance appraisal is a modern approach to evaluate and improve the performance. This process collects feedback from people all around the person and interprets a common theme in it. This outcome is used for professional development and self improvement of the employee. The following steps describe the process of conducting a 360 degree performance appraisal which is also called 360-degree feedback.
Pick an optimal size of group to collect feedback. Do not exceed 20 people. It is hard to comprehend and interpret the feedback from a large crowd.
Include people from all around the employee. This should include superiors, peers, subordinates, co-workers and external customers. Without this all inclusion 360 degree feedback collection will be incomplete.
Prepare a survey questionnaire to collect 360 degree feedback. The questions should be constructed to get feedback on the areas being assessed. Some of the key areas include communication, team work, leadership, technical competence, ethics, integrity and customer focus.
Identify the set of people to ask for feedback. They should have worked with the person at least for one year. One to three years of working together is considered to be the ideal time frame to know a person. In a performance appraisal, feedback from this group of people will be most valuable.
Provide a summary of the 360 degree performance review feedback to the employee. Do not give the feedback collection as it is. Discuss the feedback in person and go over each key area identified in the performance review process. Be sensitive to person's feelings and emotions. Provide constructive and objective suggestions for improvements during the appraisal. Do not forget to genuinely praise the positive aspects found in 360 degree appraisal process.
Ensure confidentiality. Collect performance review feedback with the anonymity of the provider. Use paper forms or electronic forms that don't reveal feedback providers identity. Keep the survey data confidential. You may consider outsourcing the task to an external company that has expertise in handing 360 performance appraisals.
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