Focusing a Wide-angle Lens on Performance Assessments
Assessments of talent are important, impactful decisions. Whether they’re used to support work assignments, performance appraisals or succession planning, judgments by others on the measures of our work can leave us either motivated or miffed.
Employees expect, and deserve, performance assessments that are accurate, honest, and provide valid and balanced feedback. But with cross-functional project teams and remote work assignments being the norm today, it’s challenging for managers to have a complete and current view of an individual’s performance at all times.
Using a multi-rater, 360-degree feedback process can equip managers with a wide-angle lens to more effectively evaluate employee performance. A 360-degree appraisal collects information from a variety of people with whom the employee has frequent contact, and assesses the skills, behavior and knowledge of the employee. The insight can then validate, or present contrary evidence to, the manager’s own view of the employee’s performance.
Most talent management experts agree that including a 360-degree feedback process can be a positive addition to a company’s strategy of performance management. But before you swing into action and start soliciting performance feedback, there are best practices to consider — and, of course, land mines to avoid. A 360-degree feedback process that isn’t carefully introduced and implemented has the potential to backfire and deliver a negative blow to employee morale.
Consider the following best practices when designing a 360-degree feedback process for your organization:
- Involve senior leaders — gaining their support to champion the process will build a strong culture of communication and trust.
- Marry the process to the culture of the company — decide early on whether feedback should be open and transparent or remain anonymous.
- Invest in training — for managers and employees alike, be sure everyone understands the process and expectations up front.
- Bridge to development — beyond performance appraisals, link 360-degree feedback to individual development planning.
- Size matters — include enough raters — ideally six, but no more than 10 — to provide a complete and balanced perspective.
- Summarize — if you’re using an anonymous process, provide the employee with broad themes of feedback rather than specific comments.
- Automate the process — an automated 360-degree software solution can bring added efficiency to the entire process.