How to do a 360-Degree Assessment to Hit the Bull's Eye
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Hitting the bull's eye may be a difficult task for you, but not a 360-degree check!
We all know that conducting annual performance reviews is not a piece of cake. There is a lot of hard work involved in the process. Everything from setting goals, tracking regular employee performance, analyzing their skills, providing training, and linking compensation to performance makes the performance review process a complicated equation.
Ultimately, these complications overwhelm the HR professional and ultimately extend assessment deadlines. So is there a way to reduce these complications? What else can be done to make the assessment exercises more interesting, useful and exciting? The answer is - 360-degree performance assessment.
Believe it or not, the concept of 360-degree feedback is nothing less than a magic broom for HR managers. It can really work wonders!
What is the 360-degree review about? It's an interesting process for evaluating an employee's performance based on the continuous feedback provided by his or her colleagues, peers, managers and friends. Sounds interesting...!
In any performance assessment case there are certain qualities that need to be assessed. Based on a variety of research, here is a list of questions that can make a 360-degree assessment a perfect way to understand the employee's behavior, attitude and skills.
360-degree assessment helps in the search for leadership qualities
The quality of leadership is of great importance for the management of a company. The presence of great leaders has a significant impact on decision making, and they always have an influence on the workforce.
Does this employee have the necessary qualities to be a team leader? Yes or no?
If so, can you tell us a little more about his or her individual contributions to date? How has he (or she) led the team in the absence of reporting managers?
Every employee must have leadership qualities to be part of a constantly evolving team. Performance assessments should only be made after a careful evaluation of each of these qualities.
Evaluate interpersonal skills for sound 360° feedback
Man is a social animal - this universal saying defines it all. There is a need to develop good interpersonal skills even when a person is at work. After all, we can only grow if we understand the true meaning of growth. We grow with the growth of others and help others to learn new things.
The assessment should also focus on interpersonal skills:
- Does this employee have good interpersonal skills or not?
- Ask his or her colleague: What common problems have you experienced with this team colleague?
The answer to these questions will definitely help to give the employee real feedback during the assessment process.
- Focus on problem solving and efficiency in measuring the employee's performance
- How efficiently does this employee solve team problems?
Do you find his work approach effective? Does he tend to improve the team goals? - How much room for improvement is there to achieve high efficiency from his (or her) side?
So these are some of the common questions you can use in the 360° assessment to make it a successful exercise.
Remember that your goal is to evaluate the employee's performance, give them fair evaluations and give them real feedback on their work and behavioral qualities. Before you engage in the assessment process, sit quietly for some time and think about any relevant questions that can make your process more effective. Write down everything important that comes to mind and carry out the 360-degree review process. This mantra will definitely help you make it a success.
