​​360 Reviews: How To Do It Right

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​​360 Reviews How To Do It RightMany employers choose to conduct reviews and give feedback on a 1:1 basis, but a professional HR consultant team can guide your managers on a successful 360 review implementation to establish a team-based culture and significantly benefit the organization.

What is a 360 Review?

360 reviews create a different setting for the employee. This is not a performance review, but instead, it is a group of coworkers providing input on each other’s performance to help shed light on their strengths and weaknesses.

How to Conduct a 360 Review?

Many organizations have begun using this form of performance feedback from multiple individuals rather than having employees wait for the traditional once-a-year review. Employees prefer this method because the feedback is continuous and focuses on professional improvement and development. This helps provide more insight for the employee. Here are a few tips for efficient, effective implementation:

1. Discuss methods and implementation with an HR professional first.

This is key. HR consultants are trained to assist organizations with questions, give effective feedback, and help their teams understand the process. Companies should consider using a pilot test initially to become comfortable with the transition.

2. Communicate the purpose and process of a 360 Review.

When going through this process, participants must still adhere to confidentiality rules. The information shared should not be discussed with anyone who is not a part of the review team. Any breaches of confidentiality and trust should have severe consequences. Employees who are part of the review team must fully understand the purpose before proceeding. This is not a forum where they get to bash a fellow employee – this is strictly to determine how the employee is performing, what they do well, and where they can improve. Personal opinions must be excluded.

3. Choose small, but intentional 360 feedback groups.

Again, this is a circle of trust. Everyone included in the group must be able to offer quality feedback without bias. There should be an administrator, manager, and rater in addition to the employee. The employee’s manager should not be the administrator. There should be an additional set of individuals who are the reviewers. At a minimum, it should be at least 4, and no more than 10. They are there to respond to the administrator’s questions about the employee. 

4. Determine your rating scale.

The rating scale should be fair, with explanations of each score. The final score should explain what the total score means. 1-5 is the most common.

5. Keep it concise with specific questions.

The questions asked should be centered around the employee’s skills in leadership, communication, working with a team, their creativity, organization, interpersonal relationships, and how well they align with the organization’s goals.

6. Focus on more behavioral feedback, rather than performance feedback.

This is to help the employee improve professionally rather than attack their performance.

7. Set goals with each employee based on their results.

Once the results are in, the manager should assist in developing a plan for the employee to get additional training if needed or provide them with the tools needed to succeed.

8. Support employees post-review.

After the review, the manager should do what they can to ensure the employee is being supported in their role to help set them on the path to success.

9. Conduct 360 reviews quarterly and/or annually.

Annual reviews are outdated and can leave employees in limbo for an entire year. Conducting 360 reviews every quarter helps the entire team grow.

360 reviews can be done well or poorly. When the process is done well, many employees are transformed over time into successful contributors to the company. Contact our team of HR professionals at TPC to see how we can assist.


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