Mastering Employee Performance: The 7-Step 360 Assessment Guide.

The 360 assessment is an extraordinary tool for measuring the soft competencies of leaders and collaborators within an organization. It takes into account all positions that have direct interactions with the person being evaluated. This includes peers, internal customers, collaborators, and bosses. The assessment requests feedback from multiple sources. This feedback focuses on the performance review in the key competencies of the position

It is called comprehensive feedback because it considers all the representative relationships that the leader or evaluated has around him. 90% of the companies that are on the Fortune 500 list apply some feedback process.

Therefore, any company that wants to raise a higher level of efficiency should think about the possibility of its implementation. So today, we'll review the seven stages of the 360-degree feedback system to evaluate employees' performance using Vorecol 360 feedback.

1. Preparation

At this stage, each step to be followed must be defined, and the entire process of execution of the comprehensive evaluation must be given time. The key Labor Competencies by role or by type of position should be analyzed and the observable behaviors that will evaluate the competencies.

2. Awareness raising

The awareness-raising process aims for both evaluators and evaluated to understand the benefits of 360 appraisals and the organizational impact. Reducing the emotional stress of the evaluated caused by being observed and evidenced is very important for the project's success.

3. Evaluation process

At this part of the process, the assessment formats are sent to the evaluators to give objective feedback according to their evaluation role. Doing this with paper and pencil is time-consuming as it requires manually distributing the formats.

4. Data collection

Once the evaluators have done their evaluations, they must collect all the assessments and then process them. It is necessary to constantly monitor each evaluator's progress and warn if they have any backlog or check if any anomaly occurs.

5. Reporting

Reporting is the part of the process where all the information is collected, synthesized, and accommodated to give us statistical data on each evaluated trend and results.

It is essential to understand that, in a 360 system, a person is assessed by nine or more evaluators (they could be fewer), commonly three peers, three collaborators, three internal clients, a boss, and a self-assessment.

We must synthesize the information so that the result is presented logically and structured so that it has the expected impact at the time of feedback.

6. Feedback

The whole process of comprehensive valuation, involving team members at every level, can be thrown away if it is not feedback correctly and with a positive approach to the evaluated. Imagine the feedback process as extracting a diamond; imagine all the work involved in pulling a few grams of such a precious stone, with each team member playing a crucial role in this meticulous and valuable endeavor.

After having dragged them, worked, and detailed, when delivering it, we throw it in the face of the person to whom we want to give it. We do damage somewhere in his face. The feedback of a comprehensive valuation should be seen as a gift since it helps to grow professionally and personally to the evaluated.

The process of obtaining data is very laborious; the way it is present dramatically influences the reaction and acceptance of the evaluated.

7. Development plans

Once the multi rater feedback process is done, we must develop growth plans for those evaluated, improvement processes that allow them to create those opportunities detected about strengths and weaknesses.

Conclusion:

Executing a 360-degree evaluation tool is laborious, requiring analysis and a specialized appraisal method of knowledge on the subject. However, it is an extraordinary tool to grow leaders in organizations.

Through the result, you can make improvement plans that allow the evaluators to develop higher performance levels.

Get free access to evaluate your staff.

Meet our online 360 appraisal tool

The online 360-degree performance appraisal allows you to evaluate the critical competencies for the position and the organization efficiently and effectively.

Without the need for you to be a specialist in the methodology, you will be able to implement, through an online system, the feedback of three hundred and sixty degrees to crucial positions in your organization.

The 360 degree appraisal puts the employee at the center, being evaluated by their peers, internal and external clients, collaborators, supervisors, and himself (self-assessment).

Therefore, the result is very rich in information since it provides the weaknesses, qualities, skills, knowledge, positive and negative attitudes that the evaluated has. It gives you a broader view of the employee's performance concerning their staff evaluation function.

The outcome of the staff and performance appraisal can be helpful for:

* Make promotions of position.

* Make training plans or detect training needs.

* Generate life and career plans.

*Obtain objective evidence of the person's performance to act on this (disengagement, promotion, development, salary increases, expansion of responsibilities, among others).

* Staff development for positions of greater responsibilities.

Group of competencies that are evaluated in the 360

* Professional skills.

* Leadership competencies.

* Strategic competencies.

* Social competencies.

The service includes:

Access to the 360 degree feedback by purchasing the user licenses for each valuation. Each evaluator will enter the system with a username and password and will be able to evaluate the collaborator through specific questions about the perception of performance on key competencies of the position.

System Coordinator:

* You are provided with a username and password to access the 360-degree appraisal system Vorecol 360 feedback.

* You will be able to manage the creation of multiple questionnaires for the evaluations of the collaborators (by level, by type of position, by specific competencies).

* You will have access to a database with observable and measurable behaviors related to the competencies to be evaluated.

For evaluators:

* Evaluators will be assigned a username and password to access the 360 feedback tool and perform their assigned evaluations.

Note: The evaluation by the employee includes concentrating on a report of all assessments made to the employee by their peers, internal customers, collaborators, manager, and their self-assessment.

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Discover our online 360 appraisal tool to give feedback to your employees.