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Why 360 Reviews?
360 reviews broaden our sources of feedback in a performance management process. For development focused approaches especially, it can be helpful for employees to get feedback from not just their manager, but everyone they work with.
360s are particularly useful in matrixed or project based organizations where employees work with many different people throughout the organization. Sometimes an employees manager isn’t even the best person to provide feedback, and so going to the people who know the employee best requires a 360 approach.
Goals of a 360 Review
An effective 360 review will solicit diverse feedback from people with different relationships to the employee and from different levels of the organization. That feedback will then be synthesized and discussed with a manager or mentor to help make sense of what to do with it.
Great 360 processes don’t just collect a lot of feedback and throw it on the employee with no guidance or next steps. Instead they include time for discussion and goal setting to turn conversation into action.
Managing the Process
A high quality 360 process will be run in stages. The first stage is nomination, when the feedback providers for each employee are decided. That is followed by people completing their feedback forms. Then HR or managers should review feedback and either get clarity or help frame it more constructively. Next managers should synthesize feedback in their own review and help determine next steps. Lastly, managers and employees should get together to discuss the feedback that has been provided.
This staging is discussed in more detail in the above template.
Frequently Asked Questions
What is a 360 review template?
A 360 review template provides HR professionals a process and questionnaires in order to run a 360 review process at their organization.
How do I create a 360 degree feedback form?
360 review feedback forms should be kept relatively short and simple, as employees will likely be asked to fill out several with each cycle. Focus on examples of positive contributions and areas for improvement.
What should I ask in a 360 review?
360 review forms should ask for examples of positive contributions and areas for improvement. The purpose of 360s is to get diverse perspectives, and so focusing on examples and qualitative feedback is most important.
How many questions should a 360 have?
Keep 360 review forms to just a few questions. As few as two and as many as six will work well. Employees will often be asked to complete several forms during each cycle, and so keeping them short helps move the process forward.
What is a 360 evaluation process?
A 360 evaluation process will find the right people to provide feedback for an employee, solicit feedback from those people, review the feedback in a sign-off step, synthesize feedback into a cohesive narrative, and finally present the feedback to the employee.
What is a 360 assessment question?
360 assessment questions focus on examples of positive impact and examples of opportunities for improvement. They can also ask for ratings of overall performance or yes/no feedback on things like “would you want to have this employee on your team in the future?”