A 360-degree performance review is a way for you to evaluate the performance of your employees more entirely and holistically. It's an opportunity to think about how the person you're reviewing knows how to do their job, how they interact with clients or colleagues, and whether they're good team players.
If you conduct a 360-degree review, you'll get an idea of what kind of work environment your employee has been working in and whether it encourages collaboration or communication. You'll also be able to see if your employee works well with others and whether they can take on new tasks if necessary.
You should also look at your employee's performance over time—if their productivity improves after one year, for example, it might be because they've been given more responsibility within the company. Or maybe something about their work environment made it difficult for them to succeed before now?
Benefits of a 360-Degree Performance Review
A 360-degree performance review is a way to evaluate an employee's performance and make recommendations to help him, or her improve.
Here are the benefits of conducting a 360-degree review:
● It helps you understand the strengths and weaknesses of your employees in a more holistic way than just looking at their annual reviews.
● It helps develop a deeper understanding of your employees' skills and areas of need, which can lead to better training or development opportunities.
● It allows you to see how well your employees interact with one another, and it will enable you to identify any problems that might be developing (such as bullying or harassment).
How to Conduct a Full Spectrum Performance Review
1. Purpose of Review- The first step must be taken to define the purpose of the review. To make the overall assessment focused, it must be clear from every end what metrics are to be reviewed, such as skills, behaviors, or competencies.
2. Select the Reviewers- It is essential that the right set of reviewers must participate in this assessment. The employee's coworkers, clients, supervisors, mentors, or even customers can be included. Having a skilled and knowledgeable panel can provide honest feedback.
3. Train the Reviewers- Next, the reviewers must be given proper instructions and training on effectively participating in the process. Moreover, they should be provided with the proper time frame in which the reviews must be submitted so that the process can run smoothly.
4. Collect and Analyze- Before sending the feedback to the employees, it must be evaluated to identify patterns, trends, and scope of improvement.
5. Share the Results with Employees- These reviews should be sent to the respective employees for self-evaluation, which is also crucial.
6. Provide Support- After the 360-degree evaluation, employees must be provided with specific feedback and support to improve and be appreciated for their work.
A 360 performance review can help a company identify the weaknesses and strengths of employees, as well as individual goals for improvement. In addition, it allows for constructive feedback from another person in the same company and more accurately reflects the employee's abilities than their actual manager's opinion alone.
Find out how Compport can help you manage all your Performance Management process, book a demo today!