How to Conduct 360 Evaluations

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The 360-degree evaluation can improve employee performance.
The 360-degree evaluation can improve employee performance. (Image: Jupiterimages/BananaStock/Getty Images)

The 360 evaluation is becoming increasingly popular in the business world. The 360 evaluation includes performance evaluation by not only the employee's manager, but also his peers and subordinates. This type of evaluation ensures that performance problems are identified and outstanding performance is recognized.

Ask the employee to identify five to 10 peers and subordinates that she has directly worked with during the evaluation period. It is a good idea to identify twice as many reviewers than necessary, as not all of them are likely to complete the review.

Write a review questionnaire that rates the employee's ability to successfully complete projects. Topics might include the ability to meet deadlines, the quality of work and the ability to make sound decisions.

Distribute review questionnaires anonymously to each of the identified reviewers. The employee's direct manager should also complete a review. Anonymous surveys yield the most honest results, as the reviewer is not concerned about negative or positive backlash from her review.

Compile the data anonymously and present the results to the employee. Anonymous results prevent positive or negative backlash from the review. A human resources representative, a manager or a computer program should compile the results and present the information to the employee.

Discuss the results of the 360 evaluations with each of your direct reports. Talk about the good and bad results. Discuss how opinions from manager, peers and subordinates differ, and why that might be. Set goals to correct poor performance.

Tips & Warnings

  • Changing your method of evaluation can anger or upset employees. Make sure you explain the reasons behind implementing 360 evaluations and how they benefit everyone involved.

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