A 360-degree performance appraisal reviews an employee’s performance using feedback from multiple sources. This can be from managers, supervisors, employees, co-workers, self-assessment, etc. A 360-degree performance appraisal will reveal the overall contribution to the company and outline future goals. 1
360-degree performance appraisals help managers assess promotions or terminations, acknowledge high-performing employees, and document honest feedback. Also, for employees, 360-degree performance appraisals are a transparent evaluation of their work. Here is where they’ll gain insight into their strengths and areas for improvement.
Performances appraisals keep managers and employees on the same page, and it’s a huge indication of good communication. Experts suggest that companies should conduct a performance appraisal at least every 6-12 months.
So, how do you plan, structure, and execute an effective 360-degree performance appraisal?
1. Gather 360 Feedback in Advance
Since 360-degree performance appraisals occur once or twice or year, relevant information, supervisors can easily forget relevant information regarding an employee. Moreover, regular and consistent feedback is vital for the development of any employee.
Start by establishing a feedback system and sending weekly surveys to employees and managers. You can create these surveys with online tools, or using OneTeam360. However, the hard part is keeping track of every survey in an organized system.
Gathering, tracking, and analyzing feedback from multiple sources for every employee is a challenge. OneTeam360’s employee management app streamlines this process. At the end of a shift, OneTeam360 prompts users to send feedback regarding a co-worker or manager. Furthermore, OneTeam360 analyzes and compiles all feedback into a report on the employee’s dashboard.
2. Assign Self-Assessments
As mentioned earlier, 360-degree performance appraisals include all feedback from all angles, including self-assessment. Self-assessments give your employees the ability to be proactive, and the autonomy to take the lead in their growth.
One of the best ways to conduct productive self-assessments is by organizing them into skill categories. This way, employees have a detailed understanding of their strengths and clear targets for improvement.
Managers can conduct skill assessments manually with a pen-and-paper system or online tools. With the manual approach, make sure to document and keep track of all assessments for each employee. Before a performance appraisal approaches, compile these scores into a report and analyze their overall performance.
For a systemized approach, OneTeam360 allows managers to assign skill assessments at the touch of a button. The system automatically compiles scores into a report on the individual’s employee dashboard. If the score is unsatisfactory, OneTeam360 will assign the employee a review quiz with access to supplemental images/ diagrams, pdfs, and videos.
Reports will be accessible at all times. So, there’s no need to manually sort, grade, or analyze these assessments before an appraisal.
3. Provide Clear Documentation
In a 360-degree performance appraisal, the manager or supervisor will set aside time with the employee to discuss their performance. The appraiser should create a detailed and organized report for the employee. This way, the employee can remember every important detail regarding their performance and how to improve.
Creating such a detailed report can be time-consuming, and it’s easy to miss things. OneTeam360 provides employees with a real-time view of their performance and feedback on their dashboard.
Employees and managers can access these dashboards at any point in time from their mobile devices or desktop. Someone conducting a performance appraisal can easily pull performance reports up on their screen, and there is no need to give the employee a copy since they already have access.