360 degree feedback performance appraisal reviews

Successful 360 Degree Feedback

Essential Steps to 360 Performance Review

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Successful 360 Starts with Clarity...

What is the purpose?

How will you measure success?

Who needs to be involved in the briefing process?

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Remember that 360 requires the backing of senior managers

Lead by example – Cascade the process

Clarify the 360 time-scales and discuss the Report content and format

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Can the 360 be Tailored to Requirements?

Remember to check the auto-email reminder process!

Can the 360 “Focus People” add respondents and/or check progress?

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Confirm the Work Relationship labels that will be used

(e.g. ‘Manager’, ‘Direct Reports’ etc)

Agree final 360 content and all briefing documents

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Ensure that respondents have the opportunity to add their name to written feedback

Include “key word” feedback in the 360 (to highlight aspects of personality that can be linked to workstyle and address ‘blind-spots’)

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How will feedback be managed? Is there real commitment?

Confirm arrangements for the pilot study!

Check all steps in the process

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360 Feedback is about Management of Role Relationships

Think about the wider issues… it’s not just ‘Personal Development’

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The long-term aim is to encourage a culture of openness!If the 360 has been run previously, a Comparison Table can be included

in the report, ranked by degree of improvement

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Group Reports can help larger organizations compare feedback ratings across countries, regions and business units

Think about Corporate Culture, Strengths & Weaknesses!

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Companies and Consultants can register for a Free 360 Trial

Get the Complete Guide to 360 at www.Pario360.com

Email [email protected]

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360 degree feedback performance appraisal reviews

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