The 360 Degree Performance Review
Here we go again. The obligatory staff performance review process. Let’s just get through it as quickly as possible and get back to our real work.
This is the wrong frame of mind. As tedious as it might seem at the time, a well structured program of performance appraisal delivers worthwhile benefits to the entire organisation.
One of the top-end appraisal tools is commonly called 360 degree performance review or multi rater appraisal.
When used appropriately, 360 degree feedback is an extremely sophisticated psychometric profiling tool. It is popular with human resource managers because it evaluates performance in full circle. Everyone gets to participate in the feedback process.
That sounds a little daunting doesn’t it? Could this be the time that decisions impacting your direct reports come back to haunt you?
It’s true. Employees with an axe to grind might use 360 degree feedback as an opportunity to vent their spleen. But 360 degree performance reviews go further than your direct reports. The feedback is gathered from multiple sources. Your manager, peers and clients or customers also have input.
The best 360 degree results come from workplaces where there is a culture of open and honest communication. There must be a strong atmosphere of trust. The foundation of the performance feedback process is that responses will always remain confidential.
All participants need to be fully briefed on the value of the process, parameters or scope of their appraisal and the organisation’s commitment to making improvements with the results.
If the in-house climate is not right, HR should look at utilising an external 360 degree provider and post appraisal counsellor. Surveys can also be completed and collated via the internet offering greater security of anonymity to participants.
The real beauty of a 360 degree performance review is its ability to quantitatively map the behavioural strengths of a team or individual. All the variables that are normally highly subjective become statistically significant.
You might discover strengths you never realised. Or opportunities to improve team dynamics. Knowing your strengths are recognised by others is also a tremendous confidence booster.
By gaining a greater understanding of how their own behaviour is perceived by others, employees can become more effective in their roles.
All 360 degree surveys can be customised to suit the size and scope of different organisations. They are a significant investment in the staff appraisal process but they deliver a consistent framework of questioning and largely remove the emotive element of delivering sensitive feedback.
Throughout organisations, 360 degree feedback should be viewed as an appraisal tool and not as employee development. Development comes with individual and management interpretation and action following the results.
Previously unspotted talent might be identified, as well as wider coaching and training needs. Communication black holes are highlighted and can receive remedial attention. The important thing is to use the results to effect change. Not heavy handed, iron fist change, but collaborative, informed and productive change.
If you really want to build a psychometric profile of your staff, then a customised 360 degree performance appraisal exercise will benefit. However, to ensure success management must:
- Involve staff in the design of the survey;
- Implement in a manner that participants feel secure in the confidentiality of their responses;
- Make appropriate time and space available for survey completion;
- Be committed to implementing improvements from the results.
And remember, as with any performance appraisal process, the greatest outcome will arise from focusing on the positive. Make the most of strengths and opportunities within the workplace.
Further Reading
