In the assessment of others, we often encounter challenges. As stated by the authors of the article “The Feedback Fallacy” in Harvard Business Review, people lack objectivity. This is particularly evident in cases where judgments are based on abstract terms. Our assessments are deeply colored by our own perception of the world and context, used to evaluate others. The level of a specific competence depends largely on our leniency, expectations, and established standards.
Is the 360-degree employee evaluation an appropriate solution for assessing team members’ competencies? Is the 360-degree evaluation useful, and does it serve as a valuable source of information? Read on to find out more.
What is a 360-Degree Employee evaluation?
Conducting a 360-degree employee evaluation involves various individuals from distinct areas of the employee’s work, including supervisors, colleagues, and subordinates, assessing the employee. Unlike conventional reviews, where feedback primarily originates from the supervisor, this approach offers a more comprehensive outlook on the employee. It facilitates a multifaceted perspective on the employee. Moreover, the 360-degree employee evaluation model can be employed throughout the recruitment process, additionally aiding in affirming the selection of the appropriate candidate.
Benefits for Employees – Employee appraisal
A study conducted by the Gallup Institute showed that only 27% of respondents agreed that feedback helps them perform better. What is the reason for this? Ineffective feedback can have negative consequences for the entire organization. For many individuals, feedback, including the 360-degree evaluation, can be associated with judgment. Improperly conducted feedback, based solely on an individual’s opinion, can demotivate further work. However, the purpose of the
360-degree evaluation should not be to assess character but rather competencies. Properly conducted feedback can serve as the basis for improving potential weaknesses and strengthening employees’ strengths. Feedback doesn’t have to be critical; it can provide a foundation for further work and motivation for action. Thanks to the annual feedback obtained, organizations can tailor training to specific areas that require improvement. Furthermore, this process promotes building better relationships among employees through mutual communication and understanding.
Stages of Conducting a 360-Degree Evaluation
- Selection of Participants and Criteria Definition: It is essential to choose appropriate individuals who know the employee from different perspectives. Establishing clear and measurable evaluation criteria is necessary.
- Conducting Training and Ensuring Anonymous Ratings: Preparing participants for the process and assuring them that their opinions will remain anonymous is crucial for obtaining honest and valuable results.
- Collecting and Analyzing Results: Thoroughly analyzing the collected data is crucial for identifying patterns and trends that will assist in pinpointing the employee’s strengths and areas for development.
- Delivering Feedback to the Employee and Providing Development Support: Feedback should be conveyed to the employee constructively, with a focus on their growth and development. This is a critical moment for understanding what needs improvement.
Qualities of effective feedback – Performance reviews
- Ensuring Fairness and Anonymity of Ratings: The integrity of a valuable evaluation can be compromised if participants are concerned about potential consequences. Therefore, it is essential to guarantee complete anonymity and fairness in the evaluation process.
- Recognizing that 360-Degree Evaluation is Developmental, Not Punitive: This process should be seen as an opportunity for growth rather than punishment. Creating an environment conducive to a positive approach to improvement is key.
- Using Results as a Starting Point for Individual Development Plans: The results of the 360-degree evaluation should form the basis for creating personalized development plans that help employees achieve their goals.
- Regularly Repeating the Process to Monitor Progress: As employees enhance their skills, it’s valuable to conduct regular 360-degree evaluations to monitor progress and adjust developmental objectives.
Conducting anonymous 360-Degree Employee Evaluations
To maintain professionalism during evaluations, utilize survey questionnaires from Vivelio. These allow for in-depth analysis, facilitating a meticulous and fully customized anonymous assessment tailored to team members. Indexes enable the assessment of the quality of provided opinions, and a decision path allows verification of the hesitancy level of feedback providers. Anonymously conducted evaluations prevent conflicts among team members that could arise with traditional evaluation systems. Clear graphs presenting data are poised for interpretation seconds after the last employee survey submission. Try Vivelio for free now by clicking here.
The importance of 360-Degree Employee Evaluation
360-degree employee evaluation is an invaluable developmental tool that enhances employees’ competencies and organizational effectiveness. Its comprehensive nature allows for valuable feedback from various perspectives, leading to more balanced and effective development. The essential aspect is to perceive this process as an opportunity for growth rather than a punishment, and to consistently strive for improvement based on the obtained results. Want to learn more about ways to assess your team’s satisfaction and qualifications? Explore other applications of Vivelio and implement survey research at various levels of your organization’s operations.