Posted by In a previous blog post, we presented the idea of the 360 degree method, popularly known as feedback 360. Today, we show what conditions need to be met in a company or university to use this method to evaluate employees.
In order for a company to make a change from the traditional employee evaluation system to a system based on the feedback 360 method, it is necessary for the company’s employees to fully understand the method. Acceptance of conducting this type of evaluation is extremely important not only at the stage of the evaluation itself, but also at the moment of receiving comprehensive feedback from all those with whom the employee in question has business ties.
In order for the system of employee evaluations “feedback 360” to bring the expected results, a detailed procedure must be followed, consisting of stages:
- Changing the company culture by creating a sense of management support among employees in improving their skills.
- Design employee evaluation criteria that take into account the company’s main goal and the individual goals of employees. It is also necessary to assign each evaluated employee an audience consisting of both co-workers and representatives of the environment.
- To introduce employees to the objectives of the “feedback 360” method, the relationship of its conclusions to the company’s goals and mission, and the benefits to those being evaluated of such a comprehensive review of their achievements and skills.
- To train subordinates and management to make an objective evaluation, independent of past sympathies and antipathies, and to teach them to accept constructively any criticism of their professional performance.
- To carry out evaluation using the “feedback 360” method, i.e. to distribute properly prepared questionnaires containing evaluation criteria.
- Interpret the results in the context of the future development of the evaluated employees. Here it is necessary to take into account personal goals and propose methods that will allow the employee to overcome his weaknesses and shortcomings.
- Conduct an employee evaluation using the “feedback 360” method one more time after about six months and compare the results from both employee evaluation sessions.
Next week we will continue this topic – see what advantages and disadvantages the 360-degree method has.