360-degree feedback is on the rise. And for good reason. More and more organizations are ditching their traditional annual review processes and adopting a quarterly 360 approach as opposed to the traditional top-down only method. It can be incredibly useful for people to gain input from multiple team members, including those that generally work closest or are currently working on projects with them.
You can check out our guide on implementing 360-degree feedback into the everyday here. And, whilst having those real-time, everyday practices in place is great, it can also be highly useful to introduce 360-degree reviews to your team. Having periodic reviews where feedback comes from multiple sources and can be collated into one review is an incredibly useful process for people to see their progress and become familiar with what they can improve upon.
Integrating more frequent 360-reviews into your next performance review process needn't be stressful or overly complicated. Whilst transitioning, you can keep old practices in place and use 360’s as an addition as opposed to a replacement for current protocols.
We give you 4 tips to ensure your transition to 360 reviews is as seamless and easy as possible, so you can start revamping your performance review process for the better and get the best from your team!
1. Decide whether feedback should be anonymous or not
It’s important to decide which practices integrate best with your company culture. Is your team likely to better respond to feedback if they know who provided it? Or will the transition be easier for your team if you start off sharing feedback anonymously? Settling on the right approach before implementing changes is highly important in terms of getting people on board, and 360’s are no exception to this.
Once you’ve decided how to run things, what’s even more essential is communicating whichever decision you make to your team. Ensuring that people are both informed about and comfortable with new processes will make a huge difference in their willingness to engage with them. It can make all the difference between successful implementation and having practices in place that people aren’t comfortable enough to use: and peers feedback is key to making 360’s successful!
2. Have a clear use for it
Since you most likely have some existing feedback practices in place, it’s important to be aware of how your 360-review will integrate and what value it will add. Perhaps in your existing review process you already cover role-specific skills, so you could introduce it for more general topics, such as people’s integration into the team, their ability to meet deadlines or their communication skills. It’s key to communicate to your team what the reviews will be used for before implementing them so that everyone will be able to engage from the offset.
3. Lead by example
People are unlikely to fully engage with something new unless they see those around them doing the same. If you’re implementing 360-degree reviews using a feedback tool, once people are informed about the changes, the next step should be management implementing and using it. If people are firstly informed about new practices, then see them being successfully implemented into others’ workflows, they’ll likely be more comfortable, see the benefits and be encouraged to start giving feedback to those around them.
4. Follow Up
360-reviews can be an incredibly useful practice. Collating feedback from multiple sources allows for a better rounded, often more accurate view of things. But the feedback gained is only helpful when it’s actually put into practice. Following up after reviews is a key practice, as it allows for discussion on how people can use feedback received to take the next steps and work towards developing their skills and practices.
Give Impraise a try today: implementing easy to conduct performance reviews and real-time, 360-degree feedback has never been easier!
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