How to Implement a 360-Degree Assessment
A 360-degree assessment provides performance feedback on an individual from coworkers, subordinates, managers, supervisors and other stakeholders. The 360-degree assessment instrument offers people in administrative positions, as well as the individual, a rounded version of how all stakeholders view the individual's performance. In contrast, direct supervisors are usually the only people who conduct traditional performance appraisals. Implementing a 360-degree assessment means conducting the assessment.
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Things You'll Need
- Delivery system (Intranet or Internet)
- Data analysis software
- Report generator software
Instructions
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Gain support from top management. Inform executives about the benefits of a 360-degree assessment. Explain how it is different from traditional performance appraisals.
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Develop an assessment tool or purchase one from a reputable company. Include specific instructions.
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Design questions in the form of a rating scale, such as one to five. Five is the highest and one is lowest. Connect each question with a specific job duty, skill or attitude. Keep questions short and clear in meaning.
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Communicate the intent of conducting the assessment to participants in advance. Educate them about 360-degree assessments; include purpose, process, benefits, limitations and timeline. Link together how it will and will not be used with organizational objectives.
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Explain to participants that surveys are confidential and they will only receive their feedback results. Ensure survey takers their names are not on other people's results.
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Provide information about how to objectively rate a coworker, subordinate, manager or supervisor. Administer the assessment questionnaire online.
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Generate reports for each individual within one week of completion. Provide information on other people's perceptions of their strengths, weaknesses and areas that need improvement.
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Conduct one-on-one action planning sessions with each individual and his direct supervisor or manager. Discuss plans for future skill development.
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Put skill development plans in writing. Focus on developing one to two skills at a time.
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Conduct 360-degree assessments on an ongoing schedule, typically every 12 months. Build upon previous reports. Reward improvements.
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Tips & Warnings
Start small. If the organization is large, pilot test the implementation process on a small group and identify problem areas.
Keep the assessment tool short, so survey takers do not become bored.
Educate participants well in advance about all aspects of the assessment process.
Keep the focus on skill development.
People are often resistant to change, so implementing a 360-degree assessment may create anxiety among workers. Ensure that results are beneficial to the individual.
Confusion and mistrust are the most common reasons why a 360-degree assessment is not effective.
