Many organizations use a 360 degree performance appraisal system to change employees’ lives and to help the managers to become leaders. These companies trust using this 360 degree performance review since this performance review can make a huge difference to employees and the organization.

Traditionally, evaluating an employee performance review is slightly complicated. All we need is a system to cover every aspect of the employee’s performance. So, the 360 degree performance appraisal process evolved quickly to get resolve and replace the old employee performance review method and helps to handle that need with tact.

Following are the 7 step guides for getting the most out of your 360 degree feedback process

Establish and define the purpose of 360 degree reviews

First, create a well-defined goal that the employees know what they want to accomplish with their appraisals.

Then, make the employees understand that the 360 degree feedback will assist them to understand their strengths and weaknesses and thereby they can contribute insights into aspects of their work needing professional development.

Work in Every Angle

Several employees’ daily work should be visible to the team lead. The team lead can break down the work into a simple annual checklist. Once a year, feedback from managers alone is just not enough to understand the modern workplace. The feedback should also come from peers, subordinates or colleagues, clients, customers, stakeholders, suppliers, etc.

Identify the competency and assessment items

Set a comprehensive review agenda and the agenda could include the strength of employees’ skills, valuable core competencies, and their results in key areas. Thus, this will let the employees know the purpose of the 360 degree reviews and the employees can directly focus on the key factors that influence their performance in a long way.

Construct a feedback plan

Collect the inputs for feedback questionnaires by interacting with employees and clients. These questions must be precise and relevant to the purpose of the review. Getting useful answers depends on tuning your questionnaires to the specific requirements of the organization, focusing on areas like creativity, and leadership and interpersonal skills.

Deliver the feedback through reports and this will determine the benefits of the feedback process. Thus, the 360 degree appraisals are designed to support organization-specific performance ideals through a holistic process of identifying and assessing the key factors of the employees’ performance.

Test 360 appraisals to see how they work

Once you have set up a 360 degree appraisal system customizing to your business needs or organization requirements, setting up the system to run smoothly and productively can take more effort.

Launching the review system to a small number of reliable employees allows honest opinions on what works and what doesn’t. Acting upon this result improves the odds of its success when deployed on a larger scale.

Implement or set up 360 degree appraisals with 3 easy steps

Set up the 360 degree appraisal system and break down the 360 degree appraisal process to 3 simple steps like allowing employees to select reviewers or raters, carrying out the reviews and getting responses, and generating reports from the review. The entire process flow must integrate smoothly with the HRMS to ensure a cohesive experience.

Work with your employees after the review

HRs should have the responsibility to ensure that the employee is putting to practice the suggestions made after the review. Also, the HR team must put effort into guiding the employee on the path of personal and professional development.

A good way to enhance the employee’s growth is to encourage them to set up a personal development plan. Checking in regularly assures the employees are equally committed to their success. Having follow-up meetings post-review process can help track the goals they have accomplished and by which they could use your support.