How Do You Prepare Your Team For A 360 Degree Review Process

by Kylee Stone Mar 19,2016

The People Strategy Leaders Podcast

with Srikant Chellappa, CEO

While performance reviews are something most employees know about, it’s not the same for 360 degree reviews.

Before your organization carries out a 360-degree review process, it would be good to prime your team with some pertinent information about it. One of the success factors of a 360-degree review process is how well people know about the process and how to navigate the process without getting flustered.

A 360 degree review is not the same as a performance review. It is, in fact, a feedback tool that helps an employee improve themselves and their skills. Unlike performance reviews which review the work of an employee, 360-degree reviews focus on the employees themselves.

No matter how often it happens in your organization, it’s always good to prepare your team for them.

What Is The Purpose of The Review?

First things first, this is what you need to do. You need to inform your team why the organization is having a 360 degree review process and what is the purpose of the process. Maybe it’s because the organization wants to focus on their employees’ skills, maybe the organization feels like their other feedback mechanisms are not enough. Either way, your team deserves to know the why and the what of the process.

Also Read: Employee Recognition Ideas To Show Your Remote Team That You Care

What Is An Employee’s Role In The Review?

Imagine only being told that there’s going to be a 360 degree review. There’s no explanation as to what your role is, whether you’d be given feedback or you’d be the one giving feedback. Wouldn’t this become a nerve-wracking experience? Employees need to know what role they are going to be playing in the process. If they are being reviewed, they need to know that the review will be an impartial process where there will no personal attacks, just well-meaning feedback about their skills and development. If they are the ones reviewing their peers, they need to know that they will not be penalised for their feedback, if the feedback process is going to be anonymous or not, the type of feedback they are expected to give.

Also Read: What Are Employee Check-Ins?

What Will Be Done With the Information From The Review?

Your team needs to know what is going to happen with all the feedback. Will be used for training purposes? Is it going to be collected and given to the employee? Will it be not given to the employee and simply filed away for informational purposes? Employees need to know what is going to happen after a 360 degree review ( and the organization too needs to have a clear plan about what happens after a 360 degree review).

Interested in knowing how Engagedly can help you with the 360-degree feedback process?

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Kylee Stone

Kylee Stone supports the professional services team as a CX intern and psychology SME. She leverages her innate creativity with extensive background in psychology to support client experience and organizational functions. Kylee is completing her master’s degree in Industrial-Organizational psychology at the University of Missouri Science and Technology emphasizing in Applied workplace psychology and Statistical Methods.

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