What is the 360 degree performance appraisal system? How and when should I implement it? What questions should a 360 degree feedback form contain? If you are looking for answers to these questions then you have landed on a right webpage. I’ll walk you through all the necessary information that one needs to kickstart the 360 degree feedback process. Let’s begin with the simple definition. 360 degree performance appraisal is a type of employee performance review in which coworkers and managers anonymously rate each other. It is a highly effective method to assess the behaviour, efficiency, and other skills like planning and listening of employees. The purpose of 360 degree feedback is to build an environment where employees get to see their strength and weakness so that they can improve on it for the collective good for the team members.

Though 360 degree assessment is a great tool, one should be careful enough to know when to use it. For example, 360 feedback gives the assessment result on the overall behaviour and efficiency of the employee. Well, you may find this information pretty ordinary with no reason to be cautious before using the 360 degree review. But, many managers make a mistake to use this assessment data to measure employee performance objectives. Which is highly incorrect. It should never be used to gauge the job-related skills. Hence, you need to be careful before implementing it. There are other important factors that must be acknowledged if you are planning to deploy 360 degree assessment.

Maintain the anonymity

The whole idea of 360 feedback is to bring out real perception of one employee on another. HR managers can then assess the data to take appropriate steps to improve the harmony in the team. But, do you think people will be truthful while filling up the feedback if the name of the participant is there in the form? Certainly, no. Hence, the anonymity should be maintained to successfully implement the 360 feedback review.

Tell them what it is all about

Many a times, 360 degree feedback fails poorly because advantages of it are not communicated among the team. As a result, they lack in interest in completing the 360 degree feedback form. All employees should be aware of the advantages and disadvantages of 360 degree feedback. The solution is to communicate with the team and tell them how it will benefit them and the organisation.

Should be a constant process

In the fast paced work environment of today, people tend to work with different individuals quite frequently. Thus, introducing 360 feedback review once or twice a year will not be as effective as it should be. Make it a habit to get the real time feedback from the employees so that they get the clear perspective of their behaviour and competency.

Define the purpose of conducting the assessment

The purpose of conducting 360 feedback review process should be clearly put across. Will it be used to improve team communication? Will it be used to gauge the soft skills of employees? Your participants should not have even an iota of doubt and unclarity about the end goal of the 360 degree feedback assessment.

If you tread lightly while implementing the assessment process then sure as shooting it will work without any hassle. Now that you have got some fair idea on 360 degree feedback, you can easily introduce it in your organisation.