360 Appraisals
360 Appraisals for Human Resource Professionals
Restore your faith in employee feedback using 360 degree appraisals. Have you given up on employee reviews? Do you dread the work that goes into conducting and reporting them? We don't blame you. It's time to try something different.
Request a DemoWhat is a 360 Appraisal?
Performing a 360 degree appraisal allows you to collect information from multiple sources, including those who spend the most time with the staff member you're analyzing. This saves you the wasted time and money associated with traditional reviews.
360 appraisals are a simple, customizable and effective method of gathering information about personnel. Instead of only one person providing the necessary information, HR professionals learn from everybody who interacts with the employee. Reviews are completely anonymous, eliminating problems like office politics or people answering diplomatically instead of honestly.
Grapevine helps you:
- Avoid the headaches of creating your own employee review system
- Save time and money with a simple plug-and-play tool
- Get a measurable ROI through happier and more productive employees
Finally Gain Real Insight
Traditional employee feedback is based on the opinions of a single supervisor, manager or superior — a singular point of view. With a 360 appraisal, you gain new perspective from an employee's:
- Coworkers
- Superiors
- Subordinates
- and even customers
Designed with the HR User in Mind
Grapevine understands the needs of the HR professional. Our tool assists you in creating, distributing, managing, and evaluating all stages of the appraisal process, easily and efficiently. And you can track participation and follow up as needed.
We are proud to partner with businesses of all sizes and sectors, including large international companies such as Thomson Reuters and tech companies such as Pandora Radio. Want to learn more? Request a demo or call us toll-free at 1-866-385-1425.
How Technology Changes the Everyday Lives of HR Managers
Many organizations and companies are taking interest in 360 degree evaluation to judge their employees' morale, values, decision making, quality and organizational communication. This method is considered a human resource device to analyze a company's potential.
The Main Idea
With this type of evaluation, managers, direct supervisors, co-workers and subordinates on the same level get a chance to give honest feedback about the employee's performance. The essence of this evaluation is to offer a balanced outlook on an employee.
The Process
Raters grade members of the staff on particular competencies with the help of a rating scale, with the opportunity to add real examples. Finally, the rated employee measures their own performance. After completing 360 degree evaluations, employers and staff achieve a clear understanding of the employee's strengths and weaknesses, and create an action plan to work on areas that require improvement. If completed regularly, your team will be able to maintain a higher quality of work.
Why Anonymous Feedback Is So Important
Sometimes rivalry amongst colleagues makes evaluations ineffective and not at all objective. Anonymous assessments are one of the many good things about 360 degree evaluations — they help an organization know how efficient their employees are and what they think about their colleagues.
Reduce Time Spent on Reviews
Employee evaluation software reduces the burden on HR and management — evaluations can now be done in just a click of a button, leaving HR professionals and leadership staff more time for important tasks. This encourages managers to perform employee evaluations more frequently, giving employees better, more attainable goals.
Best Practices to Get Useful Feedback From 360 Appraisals
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Plan together
The manager meets each employee to make a plan describing how they should perform their job and the goals to accomplish, so expectations are clear.
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Implement as a team
Managers help employees implement the plan, providing training, feedback, and additional coaching where needed.
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Prepare the evaluation
HR managers prepare by analyzing the plan from the beginning of the year against data showing how each employee performed toward their goals.
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Review and reset
Managers and employees review goals reached and outstanding, plan improvements, and schedule planning for the coming year.
What Types of Employees Are Easily Identifiable with a 360 Appraisal?
360 appraisals see past self-promotion and personality to surface how people actually perform.
The Good
The Unsung Hero
Everyone on your team loves this employee — they do all of the dirty work without complaint and are considered invaluable by everyone. A 360 performance appraisal easily uncovers these hidden workhorses.
The Quiet One
Their introverted nature causes your team to unwittingly downplay their actions. 360 appraisals, which do not factor in personalities, help you look past introversion and focus only on performance.
The Bad
The Braggart
Some employees can seem like company rockstars through strong self-hype. 360 appraisals see past what someone says about their performance and assess only their actions — and overblown self-evaluations become visible next to everyone else's ratings.
The Round Peg in the Square Hole
A seemingly talented employee who doesn't fit may simply need a different role. Skill-area ratings reveal where a change could get the most out of them, supported by customized coaching for a clear path to improvement.
Avoiding Common Mistakes
The Recency Effect
Never let one recent screw-up taint an employee appraisal for the entire year. Our 360 employee feedback avoids this by giving you reactions and reviews from every level of an employee's position — not just the people affected by a recent mistake. You can also customize your questions to make sure you're assessing the entire 12-month period.
Simple Ways to Make Feedback Less Stressful
- Provide feedback all year: a little conversation, once a week, makes things easier come review time.
- Rely on facts and figures: balance subjective feedback with objective, number-based feedback on performance.
- Maintain a two-way conversation: give employees lots of opportunities to contribute, ask questions, and address concerns.
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