9 mistakes and solutions about 360-degree performance appraisal

• Mistake 1: Not having a clear purpose for doing 360-degree performance appraisal

One of the main reasons for the failure to implement these assessments is the lack of purpose.

Tip: Ideally, the circular assessment process should be designed for a specific purpose (e.g., to serve as a basis for implementing career and succession plans; measuring human talent performance; assessing competencies; or developing learning and development programs).

• Mistake 2: Use 360-degree feedback as a substitute for employee management

Feedback from various members of the organization is not a substitute for managing poor performance. Instead, it's a process to help managers and peers gain a rich, accurate, and objective perspective on how others view their management practices, interpersonal style, and effectiveness.

Tip: Provide feedback to employees ongoing, without relying on a 360 appraisal system as a replacement for performance management.

• Mistake 3: Not involving key people in the design process

It is important to involve stakeholders in the design and implementation of a 360-degree performance appraisal. They must be aware of the decisions to be made and the logic behind these processes to provide relevant information for such decisions and assist with implementation.

Tip: Key people such as supervisors or immediate managers, colleagues, team members, and clients should know the strategic competencies measured in the circular assessment. And how feedback will be integrated into existing development systems.

• Mistake 4: Lack of communication with the stakeholders

Effective communication is essential in circular assessments to avoid potential misunderstandings. It is also necessary to communicate clearly about confidentiality situations.

Tip: It is essential to be clear about the strategy to follow to accurately communicate the steps and send the 360-degree evaluations to people. It is also critical to report questions about how confidentiality will be protected and the potential impact of negative feedback on someone's career path.

• Mistake 5: Compromise confidentiality

Circular assessment is developed on the principle that employees can feel safe by providing anonymous feedback.

Tip: Determine which data is confidential and which is anonymous. Although the assessment recipients may argue that they can benefit from having more information, safeguarding the confidentiality of the peers who provided the feedback is a significant concern.

• Mistake 6: Not clarifying the use given to the 360-degree feedback

It can confuse if you don't ensure employees know if feedback will be used for evaluation or development purposes.

Tip: The organization should decide the purpose of the evaluation and make sure to communicate it clearly to employees.

• Mistake 7: Not clarifying who is in control of the performance evaluations results

Employees do not have sufficient control over 360 assessment data.

Tip: In this process, whether you use it for development or evaluation, employees can choose exactly when and with whom to share their feedback. Provide proper guidance on the best ways to share data so that feedback is constructive for everyone.

• Mistake 8: Having hostile management and scoring

The management and scoring of any circular evaluation process should be easy to use.

Tip: With a good questionnaire and a set of well-communicated logical procedures, the response rate of the recipients of the 360 appraisal system can be high.

• Mistake 9: Linking to existing performance systems without a pilot

The organization integrates a 360-degree performance appraisal in its performance management as meticulous piloting work.

Tip: To develop an administrative process before the pilot stage is completed, it is essential to define relevant and measurable performance competencies. Only then you can confidently proceed to introduce 360-degree assessments, making it better rather than hindering the performance management of your organization's members.

It is essential to take these points into account to get the most out of 360° evaluations and improve its performance. For example, if you have a human resources team trained in the subject but do not have the tools to evaluate the performance of your employees, Vorecol 360 feedback is the ideal option for you. This circular evaluation software allows you to assess in your way, simplify processes and guide the development of your organization.

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