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How can you get the most out of a 360-degree performance evaluation?

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A 360-degree performance evaluation is a tool that allows you to receive feedback from different sources, such as your manager, peers, subordinates, and customers. It can help you identify your strengths, weaknesses, opportunities, and threats, and improve your skills, behaviors, and relationships. However, to get the most out of a 360-degree performance evaluation, you need to follow some best practices before, during, and after the process. Here are some tips to help you make the most of this valuable feedback.

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Aditya Gandhi
Benjamin Foo ?? iPossible

Speak-Author-Publish-Mentor to empower young people, leaders & aspiring authors to live with Clearer Purpose & Impact…

1 Prepare yourself

Before you start the 360-degree performance evaluation, you need to prepare yourself mentally and emotionally. You should have a clear understanding of the purpose, scope, and criteria of the evaluation, and how the results will be used. You should also be open-minded and willing to accept constructive criticism, as well as positive feedback. You should avoid being defensive, angry, or dismissive of the feedback you receive, and instead focus on the learning opportunities and the actions you can take to improve.

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Aditya Gandhi
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It's very important to prepare before a 360-degree performance evaluation. Preparing before a 360-degree performance evaluation is crucial as it collects feedback from multiple sources such as managers, peers, and subordinates, offering a comprehensive view of an individual's performance. Before conducting a 360-degree performance evaluation, it's crucial to have a clear understanding of why it's being done. It enhances the performance evaluation.

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Benjamin Foo ?? iPossible

Speak-Author-Publish-Mentor to empower young people, leaders & aspiring authors to live with Clearer Purpose & Impact through Mindset, Leadership & Authorship of Books / Author: iPOSSIBLE + Safeguard Your Family's Future
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Deal with your initial uncertainty and even unspoken fears. Clarity of purpose will help alleviate these concerns. Getting to a state of neutrality may not be enough. Get to the point where you believe in the benefits and see the potential rewards.

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2 Choose the right raters

Another important step before the 360-degree performance evaluation is to choose the right raters. You should select people who have direct and frequent interactions with you, and who can provide honest and relevant feedback. You should also avoid choosing people who have a personal or professional bias towards you, or who may have a conflict of interest. You should aim for a balanced and diverse group of raters, representing different perspectives, roles, and levels in the organization.

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Benjamin Foo ?? iPossible

Speak-Author-Publish-Mentor to empower young people, leaders & aspiring authors to live with Clearer Purpose & Impact through Mindset, Leadership & Authorship of Books / Author: iPOSSIBLE + Safeguard Your Family's Future
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You'd be expected to get a variety that gives a 360° view -- senior, peer, subordinate, etc. And yes, you need predominantly people who are credible in the organisation, fair, and yet supportive of you and your development.

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Aditya Gandhi
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It's very important to choose the right person for evaluation. You can choose individuals from different levels it includes peers, managers, direct reports who can provide relavant feedback. Selecting individuals free from bias is crucial; otherwise, the value of the 360-degree evaluation diminishes.

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3 Review the feedback

Once you receive the feedback from the 360-degree performance evaluation, you should review it carefully and objectively. You should look for themes, patterns, and gaps in the feedback, and compare it with your own self-assessment. You should also pay attention to the specific examples, comments, and suggestions that the raters provide. You should avoid focusing on the extremes, such as the highest or lowest ratings, or the most positive or negative feedback, and instead look at the overall picture and the average scores.

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Aditya Gandhi
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Once you've received the 360-degree performance evaluation, it's crucial to compile the feedback to identify patterns, strengths, areas for improvement, and common themes.

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4 Seek clarification

If you have any questions or doubts about the feedback you receive, you should seek clarification from the raters or the facilitator of the 360-degree performance evaluation. You should ask for more details, examples, or explanations about the feedback, and try to understand the context and the intention behind it. You should also acknowledge and appreciate the feedback, and avoid arguing, blaming, or justifying your actions. You should seek clarification in a respectful and constructive way, and use it as an opportunity to learn and improve.

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Aditya Gandhi
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It's very important to seek clarification. Share the evaluation results with the individual, engage in discussions about insights, and collaboratively devise a development plan based on the feedback.

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5 Create an action plan

After reviewing and clarifying the feedback, you should create an action plan to address the areas of improvement and leverage the areas of strength. You should prioritize the most important and urgent goals, and set specific, measurable, achievable, relevant, and time-bound (SMART) objectives. You should also identify the resources, support, and strategies you need to achieve your goals, and monitor your progress and results. You should also communicate your action plan to your manager, mentor, or coach, and seek their feedback and guidance.

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6 Follow up

The last step to get the most out of a 360-degree performance evaluation is to follow up on your action plan and the feedback you received. You should update your manager, mentor, or coach on your achievements and challenges, and ask for their feedback and support. You should also seek feedback from the raters or other stakeholders on your performance and behavior, and acknowledge and celebrate your improvements. You should also review and revise your action plan as needed, and keep learning and growing from the feedback.

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7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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Dorothy Andreas
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For the leader being reviewed, it can be so scary, they avoid 360 as an option…. The reality is, most leaders already know, they’re just too busy or wearing masks to cover up what others already know. The most valuable information is that which has not yet been shared. Prepare yourself to deal with the business plans needed as a result of the feedback- and more importantly, the emotional aspects of how you are truly perceived by your team.

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How can you get the most out of a 360-degree performance evaluation?

1

2

3

4

5

6

7

1 Prepare yourself

2 Choose the right raters

3 Review the feedback

4 Seek clarification

5 Create an action plan

6 Follow up

7 Here’s what else to consider

Writing

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How can you get the most out of a 360-degree performance evaluation?

1

2

3

4

5

6

7

1 Prepare yourself

2 Choose the right raters

3 Review the feedback

4 Seek clarification

5 Create an action plan

6 Follow up

7 Here’s what else to consider

Writing

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感谢您的反馈

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