360 Employee Evaluation Tools | Assessment Software

Individual Feedback

Schedule a time with every employee to provide personal feedback on their 360 employee evaluation and assessment report.

This is the time to review individual results, answer any questions the employee might have, and ease their concerns or fears. Insights should be discussed, strengths and untapped potential identified, and areas of weakness reviewed.

Remember, how you provide employee evaluation feedback can affect its effectiveness. An individualized development plan and/or training opportunity should be implemented to help the employee improve or develop skills that will benefit their growth and success.

Be sure to set expectations and inform employees that a follow-up will be conducted in 4–6 months to check in and track their progress.

Department Feedback

First, brief your department managers on results and insights gleaned from individuals within their team.

Then, schedule a time with each department to review evaluation and assessment outcomes. This is the time to accentuate positive performance results and identify any areas in need of improvement such as workflow, leadership, communication processes, and the delegation of duties.

This is an opportunity to unify teams, reveal untapped potential, encourage open discussion to find solutions that will boost productivity, and create an environment of mutual support and cooperation.

Keep in mind that each department is its own ecosystem, and each will have its own takeaways from the assessment results and feedback.

Present Results to Executives

360 degree feedback benefits organizations because of three factors: offering a new perspective, reducing the effects of biases, and reinforcing organizational goals. Following individual and department reviews and feedback, it is time to prepare a presentation of findings for company executives and the board of directors (if applicable).

This presentation should focus on overall 360 degree outcomes as they relate to business goals, including a review of the effectiveness of management, workflow effectiveness, department and workgroup strengths and areas of weakness, untapped potential, identified needs, and training programs implemented to improve skills and growth.

Data on important business metrics should also be included to provide a point of reference for improvements. These key performance indicators will vary based on business type but can include workflow charts, customer service reviews, response times, cost per conversion/sale, and more.

Development Report

8–12 months after the initial 360 degree employee evaluation, and following the individual development follow-ups with each employee, it is time to brief departments and executives on progress — including training and development plan successes and their impact on the business metrics previously identified as key performance indicators.

This completes the cycle of the 360 degree employee evaluation and is a time to reflect on results, benefits, and any pros and cons of the employee evaluation and assessment.

Integrating Your Company Values Into 360 Assessment Questions

A way to reinforce the importance of your company's values is by integrating them into employee assessments and evaluations. Here is a definitive guide to making your 360 employee evaluation reflect the values that your company deems to be imperative.

Communicate Company Values Clearly to Employees

If you are evaluating employees with your company values in mind, employees should first understand exactly what those values are. Company values may be communicated through employee onboarding packages, websites, newsletters, or the company intranet. When it's time to conduct performance reviews with employee evaluation software, employees won't be blindsided when you measure their performance against these values.

Another opportunity to clearly communicate company values is when an employee first joins the team. As they get oriented with a new environment and role, they can also learn what the company stands for — and start to think about how they can play their part in upholding the company's mission.

Provide Feedback and Recognition More Often

Employees appreciate feedback on their work and being recognized for their accomplishments. They feel happier and respected in the workplace — and companies that support and recognize employees benefit through increased productivity and reduced turnover. Feedback sessions don't have to take a lot of time. They can be a casual catch-up to learn what the employee is working on and what they expect to achieve. During these conversations, let them know what you expect from them, using the company values as a framework when it makes sense to. For employees who have shown their commitment to these values, publicly recognize and reward them through employee recognition programs.

Ask Employees for Their Feedback

Turn a performance review into an opportunity to have a conversation that benefits both parties. Many people dread performance reviews because they feel like a one-sided discussion. Use a performance review as a chance to listen to your employees and ask them how they think your company can continue to evolve. It's a great way to see if employees believe that your company truly embodies the values it stands by.

Ask employees how well they think the company is demonstrating its core values. Do they feel supported by managers and leadership to achieve these values? Are there any other ways they think the company can spearhead them? You'll gain insight that could help you improve company culture and operations. It's up to you to either ask these questions in your employee evaluation software or face-to-face.

Structure Questions Related to Values-Based Work Behaviours

Employees should understand what behaviours they should be practicing to demonstrate values. For example, if creativity is part of a company core value, employees may be expected to demonstrate openness to learning and contributing new ideas at work. When creating employee performance review questions that are based on creativity, ask questions that flesh out the ways that employees demonstrated their commitment to being creative.

Before finalizing your questions, determine the most important values-based work behaviours of creativity:

How active was the employee in generating new ideas and approaches?
Was the employee willing to learn new methods and concepts?
How did the employee adapt and overcome challenging situations?

In 360 assessments and evaluations, you'll see how supervisors and colleagues rate an employee based on their relations and interactions at work. As they work directly with each other, they're able to review just how well that employee demonstrates company values through their interactions with their colleagues. Use your employee evaluation software to customize questions that give you the insight you need.

Benefits of Holistic Feedback

Feedback supplies useful insights into the behaviours and skills desired by the company to realize its goals, vision, mission, and values. Implemented with proper training and care to enable people to build their careers, 360 degree feedback employee evaluation software is a constructive addition to employee performance management systems.

A benefit of 360 degree feedback software is that it provides multiple perspectives, which means the employee gets a well-rounded assessment of their overall performance. Through this system, workers understand how their actions affect others directly.

Further, employers can conduct surveys or one-on-one meetings with that input. The evaluators can be both external and internal — ask customers to describe circumstances in which their expectations were exceeded, met, or not met.

Anonymity

Subordinates can give responses regarding managers without fear of reprisal. Never disclose the names of the subordinates supplying feedback. When the same response comes from more than one source, workers do not feel they are being targeted by an individual.

Above all, the purpose of feedback systems is to help people understand their weaknesses and strengths, and to give useful insights into the aspects of their work requiring professional development.

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