360-degree performance review

360 review is a method and a tool that provides each individual in an organization an opportunity to receive a performance review from his or her reporting manager, team lead, peers, colleagues, and subordinates. The most effective 360 review is the one where the review is purely based on tangible markers.

There is a distinctive difference between organizations that are largely successful and the ones who fail to stay in the competition- review process.

Successful organizations strive to evaluate their workforce by promptly guiding them towards a way to constantly improve, change and rise above the ordinary.

While a number of organizations realize the importance of a well-articulated review process, some still find it’s not smooth sailing yet. Some organizations even fall into the trap of introducing some cheap multi-rater process, but the right step here is to introduce a program that will help an overall improvement in the employees.

How does a 360 Degree Review Work?

It is an anonymous process, where a manager, peer or subordinate fills out a review form that covers a variety of survey questions based on the attributes for which a review is needed. These questions should be based on a variety of workplace proficiency. This how a 360 review technically should work:

1. Begin with measuring the right skill of the employees that would really make a difference to the performance of the organization, rather than an individual’s belief on what makes a good leader or manager.
2. Take time to explain the reviewer and one being reviewed why they are going through the process and how will the data be used to benefit.
3. Make it certain that the process is anonymous and there will be no breaches come what may.
4. Then create a survey that should not require more than 15-20 minutes to fill out to avoid survey fatigue. The survey should be designed to focus majorly on discovering strengths than highlighting their weaknesses.
5. Then tailor the result for each individual. There is no thumb rule that says everyone should be good at everything.
6. Once you have deployed the survey and collected the data to individual and develop a plan of development which should be customized for each employee.

The effectiveness of any review is based on how well the metric can predict an outcome similar to how marketing lead generation campaigns predict sales revenue.