Dos And Don’ts Of 360-Degree Feedback Review Process

Introduction

Any new process needs careful understanding and preparation before you start implementing. Without this, it may fail and not deliver desired results. In the case of the 360-degree appraisal process, too, the success depends, to a great extent, on selecting the right tools, communicating and training the employees, and ensuring that it is executed the right way.

The Dos and don’ts of a 360-degree review process will help in executing it correctly to get the maximum benefit out of it. These are the best practice guidelines for 360-degree feedback.

Dos of 360-Degree Feedback Review Process

1. Do ensure that the organization is ready for the same
2. Do ensure that people are used to the feedback and appraisal system
3. Do explain the purpose and procedure to all the employees
4. Do select a tool for collecting surveys
5. Do it as a continuous process and not a one-time effort

1. Do ensure that the organization is ready for the same

To implement 360-degree feedback appraisal, the organization must be large enough and spread across multiple geographical locations. It should have multiple functions and cross-functional teams. Only then it make sense to invest in a 360-degree appraisal system. In other cases, managers can check with others and carry out the process. That will turn out not only less expensive but also less time-consuming.

2. Do ensure that people are used to the feedback and appraisal system

Employee preparedness is another pivotal aspect that should be considered before implementing a 360-degree feedback system. Employees must be used to receiving feedback from their managers and a yearly performance appraisal system to make sure there is better acceptability of this new process.

3. Do explain the purpose and process to all the employees

Goals without purpose seldom succeed. To make sure that every employee is aligned with the same goal, it is crucial that they understand the importance of doing this and also are aware of the process. Well-informed staff is more likely to cooperate and contribute to successful implementation.

4. Do select a tool for collecting surveys

Sometimes, HR may want to customize the feedback survey questionnaire. They may think that developing one in-house will be the most effective. Also, they may not be aware of the many free, and paid tools available. However, developing survey questionnaires from scratch can be very time-consuming and labor-intensive. Refer to our blog on best HR tools for 360-degree feedback surveys and select the right tool to save time and efforts

5. Do it as a continuous process and not a one-time effort

A 360-degree appraisal is a continuous feedback system to help improve employee productivity by providing continuous insight into their performance. To ensure the effectiveness of this process, it should be conducted regularly and consistently instead of yearly.

Don’ts of 360-Degree Feedback Review Process

1. Don’t select too many raters
2. Don’t reveal the name of the reviewer
3. Don’t create very long questionnaires with many subjective questions
4. Don’t stop at giving feedback and not making a developmental plan
5. Don’t give negative feedback – give constructive ones

1. Don’t select too many raters

Asking many people to fill out the questionnaire and share their feedback will unnecessarily increase the work of analyzing the same. Smart work lies in selecting the right raters who will give precise and honest feedback to the employee.

2. Don’t reveal the name of the reviewer

As a rule of thumb, raters’ names must be kept anonymous. This process will lose its importance if the employee comes to know who has given what feedback. Reviewers will resort to giving biased and untruthful reviews for fear of the reviewee finding out. Also, it may spoil interpersonal relationships at work and break the harmony in the office.

3. Don’t create very long questionnaires with many subjective questions

Long questionnaires are not only tedious for the creator but also for the people who are filling the same. It also loses its effectiveness because reviewers may get tired and bored of giving too much time and effort to providing feedback. A short, simple, precise, and quantified as possible feedback questionnaire will deliver the best insights into the employee’s performance.

4. Don’t stop at giving feedback and not making a developmental plan

The whole exercise of 360-degree feedback is to provide performance-based insights that can help managers to guide their teams to improve productivity. This is done by collecting feedback, identifying areas of improvement, planning required training and development plans, and helping employees achieve organizational as well as career goals. Hence, HR must ensure that the feedback session is followed up by preparing a developmental plan for them and helping them achieve the same. You can read more about the 360-degree feedback process in another blog.

5. Don’t give negative feedback – give constructive ones

Negative feedback may demotivate the employees. Instead of improving performance, it can lead to decreased productivity. The 360-degree feedback system helps in collecting reviews. However, how the same is communicated is an HR skill. Constructive feedback will help them understand where they need to add extra efforts and improve, and the company can provide them with the required training programs to achieve the same.

Conclusion

You may have heard about some businesses that failed at implementing 360-degree feedback. Ensuring that the above-mentioned dos and don’ts are taken care of can help you with its successful implementation. Good luck!