What exactly is a 360 evaluation and how is it different from other performance evaluation methods?
When you think of a performance evaluation, you probably think of a manager giving feedback to employees. This top-down method doesn’t necessarily give a rounded picture of the employee on the job. 360 evaluations
include feedback from multiple sources: not only managers but direct reports, peers and, in some cases, external stakeholders.
- Individual development
- Executive development
- Career development
- Coaching
- Training
- Succession planning
- Team building
- Performance appraisal
- Development planning and follow-up. The evaluation should not be performed on its own. Instead, consultants must also perform development planning and follow-up activities.
- Management buy-in. Make sure that the manager of the person being evaluated understands and supports the process.
- Start at the top. 360 degree evaluations work even better if the process starts with senior management and cascades down. By going first, executives serve as role models.
- Make the use of 360 surveys an ongoing practice. Sustainable change requires continuous feedback. Studies show that the more often the 360 process is performed, the greater the improvement in scores.
- Choose the participants carefully and manage the feedback process closely;
- Train all involved in advance;
- Ensure that managers meet with the feedback recipient to discuss the results;
- Ensure that the results are used for feedback and development, not decisions about compensation and promotion.
- How can I offer custom 360 feedback solutions to multiple clients?
- What functions of the evaluation tool can help me be more efficient with 360 evaluations?
- What kind of data does Grapevine Evaluations software allow me to work with?
- How can the tool help me appear more professional to my clients?
- How can 360 degree evaluations improve my compensation?