Dive Brief:
- The idea of a 360-degree feedback review is not new. Unfortunately, according to How to: Human Resources from The Business Journals, employers who fail to execute the 360-degree review process properly will end up with frustrated employees and negative outcomes.
- According to author Michael Henckel, it takes a great deal of planning to avoid delivering a "morale-depleting experience." In short, employers using 360-degree reviews should use them properly or not use them at all.
- By definition, a 360-degree review involves feedback from a variety of individuals who have different working relationships with the person being reviewed. If done well, the results can both encourage employees by pointing out their strengths and help them understand where they need to improve.
Dive Insight:
During a 360 performance appraisal, concerns over discipline can cause closed-minded defensiveness if an employee feels constructive criticism is longer happening.
But when an employer conducts a 360 but never offers an improvement guide, that's when trouble starts. In many situations, employers share the results of 360-degree surveys with employees and then forget about them, Henckel writes. There is nothing more demoralizing than exploring employee weaknesses and then offering no improvement plan. Henckel explains that developing an action plan with employees and regularly reviewing progress helps them use 360-degree feedback in a productive way.
He concludes that also identifying employee strengths will increase their confidence. They can then use their identified strengths as they work on their weaknesses.
