Six essential points in 360-degree appraisal to help employees grow and lead your organization to success

Get new assessment tools for your employees. One of the most popular approaches companies use to increase employee engagement is a 360-degree appraisal. The 360-degree feedback addresses different perceptions towards a collaborator, expanding the items for their evaluation. We recommend considering these six essential points when applying 360-degree feedback to help improve employees' performance and lead your organization to success.

360 feedback is one of the most popular approaches companies use to increase employee engagement

1.- Observable behaviors

360 feedback questionnaire provide information about strengths and areas of improvement of each collaborator

The observable behaviors of the collaborator are the central point of an individual because they demonstrate their feelings and emotions and their ambitions and pretensions; in addition, paying attention to the individual's behavior is of utmost importance since their behaviors are shown consciously or unconsciously. The attitudes denoted by the subject are his own and palpable to the naked eye, without the need to make a psychoanalytic study; emotions, feelings, and behavior are some examples. There are also unobservable behaviors, which refer to any attitude that needs to be explored psychologically to be discovered. Still, these are not advisable to measure them, as it takes more time and resources.

2.- Individual competencies

Individual competencies of the members of the organization

Individual competencies refer to the faculty with which the person develops integral aspects of a human being and how he performs them in his tasks. The competencies are shown after experiencing situations of complex management for the collaborator. Intelligence and competencies are closely related since, taking reference to the theory of multiple intelligences of Gardner (1993), competencies mark a base parameter for the correct use of intelligence, applying it in different fields.

**We advise listing the competencies to be evaluated in specific aspects related to the role of each collaborator.

3.- Perception of colleagues and collaborators

Perception of colleagues and collaborators are vital to obtain objective feedback

Peers within a company or organization also influence feedback to their peers, as they share the closest characteristics within the same job; therefore, taking into account colleagues' opinions is a highly recommended measure for obtaining information about the person's performance to be evaluated. Although the perception of one co-worker to the work of others can be pretty subjective, it is crucial to mark the aspects to be evaluated in a very timely and specific way, directing the feedback to a standard work epitome of the individual.

4.- Experiences with internal or external customers

Experiences with internal or external customers broadens the perspective for feedback

When offering a product or service, the customer service is as personalized, effective, and satisfactory as possible. Knowing the history of customers and their experience with the collaborator broadens the perspective for feedback as objectively as possible. To measure your customers' level of satisfaction, you can use tools such as Smart feedback (Perception Survey Application Software). With the clients' feedback, an external vision towards the collaborator's work is sought, contributing to an objective criticism and away from any sentimentality that could be presented with colleagues. Clients evaluate based on their unique experiences, which makes their criteria more concrete than if they evaluated the employee for a routine treatment (as could happen with the evaluation of colleagues).

5.- Obtaining objectives

it is essential to raise objectives to the collaborator according to the position within the organization

At each beginning of the period, it is essential to raise objectives to the collaborator according to position or occupation. Then, in the end, a balance is made between the goals achieved and those not achieved. For this, we invite you to know Smart performance (software for the management by KPIs objectives). It is a handy tool to assign specific goals in each part of the process carried out internally within a company or organization. In this, you can modify the objectives according to interests and the level of success intended to reach. Thus, the correct application of KPIs can become fundamental for a company in its search for success.

6.- Use Smart 360: the 360-degree appraisal instrument

Smart 360: online 360 feedback process to increase performance

We emphasize innovating conventional forms of assessment. Instruments such as the Smart 360, a 360-degree appraisal system, simplify the preparation of evaluations for staff. Smart 360 is based on assessing competencies through observable behaviors that are previously loaded into the system to facilitate the application of whoever uses it. Furthermore, these are editable, being flexible in removing or adding new ones.

We invite you to request a free demo

Online 360-degree feedback tool to assess your employees' performance and lead your company to success

Mail: support@smart-360-feedback.com