Use 360 Degree Reviews to Help Employees Process Feedback
Employees don’t like being railroaded with feedback about poor performance. If it’s the first time they’ve heard the news or they only ever hear it from one person, it can feel like an attack. The employee can’t focus on a development plan when he is still trying to figure out where the negative feedback came from.
Sometimes, employees need time to process.
Using 360 degree reviews as part of your performance management process can help employees absorb feedback before coming to a performance review meeting. Here’s how you give employees room to process and prepare:
· Conduct the 360 degree review. Help the employee pick a 360 degree “A” Team so that the review paints a complete picture. Also, make sure the review is done with plenty of time to capture feedback and get the report to the employee.
· Review the feedback report. Some 360 degree review tools have reports that don’t require a manager or HR professional to walk through the report with an employee, but doing that might still be helpful. This report review meeting focuses only on the feedback report and helping the employee process the information.
· Allow a little time to process. Let the employee take the report and review it for a few days. This gives the employee time to form questions and to understand the feedback, and it also gives the employee time to feel whatever emotions might have come up from the feedback.
· Prepare for the performance review meeting. Both you (the manager) and the employee need to prepare for the review meeting. The employee can ask questions related to the 360 degree review report and should come with ideas on how to start improving. And you should come with a working development plan so that together, you can determine what the employee’s next steps will be.
As a manager, you should be giving feedback year-round so you don’t surprise an employee. Sometimes there are going to be surprises. By using 360 degree reviews, you give employees a report they themselves can review. You also empower employees to be a part of the development process, encouraging them to contribute their own ideas. Employees who take ownership of their development will be more invested in their jobs. You then improve performance and engagement, something that can help your team continue to succeed.