Preparation of the 360-degree feedback system (performance evaluation with software)

You may be familiar with the 360-degree feedback system if you work in a leadership position; its use has skyrocketed over the past decade. It is a very comprehensive and helpful tool for finding ways to advance your career development.

The 360 evaluation tool uses anonymous feedback collected from subordinates, managers, peers, and sometimes business partners, as well as a self-assessment, to identify areas where you can strengthen your skills to progress effectively. However, given the nature of the assessment, it is essential to prepare everyone involved for the most valuable results.

This assessment is not a performance evaluation, but constructive feedback for development purposes. In favor of reliable answers, confidentiality is essential in this process. Here are three aspects of preparing the 360 appraisal system that you need to work on before the assessment begins.

1. Determination of who will participate in 360-degree feedback system

In the 360-degree performance appraisal, you have the opportunity to choose who will evaluate you and want to make sure you have a group of people with a wide range of experiences with you.

Some will be his collaborators, commenting on his management style. Some will be his companions, who will understand his position. Some will be professional contacts, discussing how you represent your company. And others will be your managers, describing what they think you need to achieve to realize your potential.

All of these people need to understand that they are not doing an assessment; instead, they provide constructive criticism aimed at helping you succeed.

2. Consideration of your self-evaluation

While the self-assessment can often be more informal, with a simple question from your supervisor asking how you feel you perform, a more structured self-assessment is generally more common and valuable in a 360-degree feedback system.

The evaluation may be information collected from a performance observation period, a computer test, a written description, or other means. However, if you want to get the most out of your 360-degree appraisal, you need to be prepared for potential discrepancies between your feedback on your performance and feedback from others.

In general, managers' self-assessments have higher performance ratings consistently; a lower rating from others on feedback "can lead to defensiveness and alienation if supervisors don't use good feedback skills," according to the U.S. Office of Personnel Management.

By contrast, some self-assessments show a much lower opinion of their work than evaluators' reports, and evaluated "tend to degrade themselves and may feel intimidated and put in trouble." Suppose you're not prepared for a possible lack of correlation between your assessment of yourself and the evaluations of others. In that case, you may not be prepared to hear ways to improve your working methods and progress in your career.

3. Guarantee of confidentiality during and after the evaluation

One of the most critical aspects of the 360 evaluation tool is ensuring that the confidentiality of assessments submitted by your subordinates, colleagues, and others will be maintained. People who fear for their work will not provide honest and helpful feedback. Therefore, it is critical to create safe spaces for everyone's voices to be heard without fear of reprisals.

The danger that runs when the information of the evaluators is made public is that the evaluated takes negative and defensive attitudes, being able to be affected in the work environment of the workspace.

Another aspect to consider is the sincerity with which the evaluation will be answered. Suppose an assessment of a public nature was to be made among colleagues. In that case, they could alter the objective vision with which the appraisal is carried out, since there would be a return of favors or quarrels between colleagues (more if the evaluation goes from a collaborator to the supervisor).

Find out how Vorecol 360 feedback will help you

Vorecol 360 feedback is a tool that allows the staff to perform the 360-degree performance assessments efficiently and simply since the interface is intuitive.

Furthermore, the server administrator can modify the evaluation criteria, choosing the appropriate type of questionnaire according to the competencies to be evaluated and the purposes of the company/organization.

Request a free demo of our 360-degree feedback system