How to Link 360 Degree Feedback
Conducting 360-degree feedback reviews enables employees to get feedback from their staff, their peers and their managers.
A 360-degree feedback process also usually includes a self-assessment and input from suppliers or customers, if appropriate. Linking the feedback to training, development, pay or promotions involves ensuring you plan appropriately.
- How to Link 360 Degree Feedback
- 1. Clarify your employee’s job responsibilities and performance goals
- 2. Identify who should participate in your employee’s review
- 3. Create a survey to collect input from each reviewer
- 4. Allow reviewers a week or two to complete the survey
- 5. Generate reports to aggregate results
- 6. Provide opportunities for your employee to develop his skills based on the feedback received
How to Link 360 Degree Feedback
1. Clarify your employee’s job responsibilities and performance goals
Effective performance management systems enhance an organization’s ability to produce products and services, help employees develop their careers and ensure better communication between employees and managers.
Linking 360-degree feedback to progress toward a specific goal makes it easier for reviewers to rate your employee.
2. Identify who should participate in your employee’s review
Typically, at least three reviewers participate. The employee usually suggests participants or you can decide who to contact.
Additionally, the employee lists his specific accomplishments and activities for the last performance period, for example, a year.
3. Create a survey to collect input from each reviewer
Use tools such as SurveyMonkey, Zoomerang or Qualtrics to create anonymous questionnaires allowing contributors to rate the employee on competencies (skills and behaviors) related to performing successfully on the job.
For example, ask reviewers to rate your employee on communication skills as below expectations, meeting expectations or exceeding expectations. Rank accomplishments as low impact, medium impact or high impact. Allow opportunities for reviewers to provide open-ended comments.
4. Allow reviewers a week or two to complete the survey
Getting multiple points of view about an employee’s feedback provides a more complete picture of employee performance. For example, company executives may not have sufficient information about how an employee leads her staff, but asking for input from subordinates provides that perspective.
You can assume the role of interpreting the results rather than judging your employee. Encourage reviewers to give objective feedback so that it minimizes a defensive response.
5. Generate reports to aggregate results
Examine trends and link results to a performance plan for the coming year by establishing specific, measurable, attainable, realistic and timely objectives.
For example, if more than 80 percent of reviewers rate your employee’s negotiation skills as below expectations, identify a training course or set of online resources the employee can use to develop skills in this area.
6. Provide opportunities for your employee to develop his skills based on the feedback received
Set up coaching or mentoring relationships with senior executives or allow your employee to work on a project outside your department to develop new skills and knowledge. Encourage employees to react positively to feedback and respond in a constructive manner.