HR

360º Evaluation: What it is, How to do it and Examples

  • Oct 11, 2019
  • 43

360 assessment is an amazing tool for mapping employee performance.

Briefly, it is a resource through which the employee is evaluated from feedback from various professionals with whom he relates at work.

That is: the analysis comes from various sources, not just the direct manager of the employee.

But after all, why do you need to adopt 360 degree assessment in your company?

It provides different benefits: developing team competencies, directing training, success in achieving business strategy, and more.

And the good news is that it is an easy-to-apply assessment type.

The only downside is that for the application you need to mobilize many people, as a single assessment involves multiple contributors or leaders generating feedback.

What is a 360 rating?

The 360 ​​degree assessment is a feedback process in which the employee self-assesses and is evaluated by the key people with whom he or she works.

Therefore, this feature is also known as multi-source feedback and multivision evaluation.

In addition to self-assessment, the employee receives feedback especially from those who work with him daily within the company, such as:

- Manager or direct superior
- Colleagues
- Subordinates.

But it also includes people with whom he relates:

- Customers
- Business partners
- Providers
- Stakeholders.

That is, it is anyone who can give feedback on the work of the employee, serving as a thermometer for their performance.

This is a way to evaluate the professional from every possible angle.

This is precisely why the tool references 360 degrees.

The main purpose of this type of assessment is to measure competencies and performance.

In competencies, technical and behavioral skills can be analyzed, assessing how employee characteristics impact performance and professional relationships.

Performance refers to the results achieved, that is, what the person achieved from the goals and expectations set.

In an article for The Balance magazine, HR expert Susan Heathfield states that 360º feedback allows each individual to understand how their effectiveness as an employee, co-worker or team member is perceived by others.

“Feedback provides insight into the skills and behaviors desired in the organization to fulfill the mission, vision and goals and to live the values,” says the author.

So, nothing fairer than the 360º assessment being used as a tool for strategy.

What is the 360 ​​assessment for?

The 360º evaluation is an important tool to generate punctual feedbacks, building a critical eye on each employee of the company.

Are there questions that this instrument is relevant?

“Feedback is the cheapest, most powerful and most underused management tool we have at our disposal,” argues David Kennedy and Dermot McGarthy in an article for the Engineers Journal website.

According to the authors, it serves as a guide to help people identify how their performance is perceived.

Therefore, feedback also generates motivation and energy, having strong links with employee satisfaction and productivity, as the authors say.

“People like to feel involved and identified with their organization,” they reflect.

In the case of the 360 ​​degree assessment, these benefits are even greater because there are several people involved in building the feedback.

In other words, it gets more assertive.

After all, let's be honest: many times we can't see our mistakes and points for improvement on our own, right?

So other people's insights can serve as a warning.

From the criticism, it is possible to understand which competencies need to be developed, which serves as insight into the employee's journey of evolution.

And then, as it grows, the company strengthens its performance as a result.

In addition, we are talking about a more formal and impartial tool.

That is: the evaluation does not suffer interference from personal problems between employee and boss, for example.

This feature therefore makes its result more true to reality.

In an article for Forbes magazine, Lynda Silsbee highlights employees feel more empowered and confident with the 360º rating because they are clearer about things.

“At the end of the day, a 360 feedback survey can be a powerful tool because it creates better leaders, enhances organizational culture, and more accurately reflects the performance of individuals and teams,” says the author.

Advantages of a 360 Rating

As we can see, the 360º assessment is an important human resources tool.

This is why we list the main advantages it provides to corporations. Check out.

Enables self-analysis
It is important that the evaluated contributor also has a chance to speak by casting a critical eye on himself and sharing his vision.

In practice, the hierarchical relationship is less visible, and the feedback is relaxed, as it is also part of the employee himself.

Facilitates skills development
This advantage comes from the fact that the assessment maps each employee's strengths and weaknesses.

In this way, he has a direction on the growth journey, identifying which competencies and skills need to acquire, which behaviors are desirable and which barriers need to be overcome.

The benefit of this is team building.

In the same article mentioned earlier, Susan Heathfield points out that this approach helps collaborators work together more effectively.

“Feedback from multiple reviewers makes team members more accountable to each other as they share the knowledge that they will provide insight into each member's performance,” she explains.

Create feedback culture
Having a feedback culture means maintaining a commitment to human capital and company development.

In addition to establishing a trusting relationship between colleagues, employees and leaders, this type of culture generates commitment, always keeping in mind the continuous growth.

Increases training assertiveness
When 360-degree assessment is promoted on a regular basis, it is easier for the leader to create training programs for teams.

The basis becomes the profile of employees, based on the skills and weaknesses analyzed with the feedback.

In other words, it is possible to know exactly what are the main deficiencies of the staff and to invest precisely in them in training and qualifications.

Lets you achieve business strategy
In the book The Art and Science of 360th Feedback (John Wiley & Sons, 2009), Richard Lepsinger and Anntoinette Lucia claim that this kind of assessment can also be used to achieve business strategy by clarifying the behaviors required in the company.

Then, once the organization has clarified its strategic direction and objectives, 360-degree assessment can be a key element in changing the behavior of professionals, focusing on meeting goals.

“Gathering feedback on relevant behaviors sends a clear message to people across the organization about what is important and what will be evaluated and rewarded,” say the authors.

How is the 360º assessment done?

The 360º assessment is relatively simple to apply.

First we need to define which competencies will be evaluated, always keeping in mind the organizational objectives.

For example, productivity levels, leadership ability, analytical insight, organization and flexibility can be assessed.

An alternative is to define the desired competencies for each position or sector, allowing to evaluate if the employee meets the expectations.

From this definition, it is time to set up a questionnaire.

Generally, each competency receives a statement on the form, with an agreement scale that must be completed.

One possibility is to draw a scale that goes through the following frequencies: never, rarely, sometimes, often, always.

A practical example would be to state the following statement: “Productivity: Employee delivers on time and achieves all production goals”.

With this approach, the result greatly facilitates the assessment of professional productivity.

Keep in mind that these questionnaires should maintain complete confidentiality as they address each employee's personal issues.

Therefore, the results should be presented only to him, generating constructive feedback for professional evolution.

Then, the final step is to follow the employee's growth journey by assessing whether he or she has developed all the necessary skills and objectives set from the assessment.

Tip: Calculate forms with software specific to this type of assessment, automating data analysis and securely storing information.

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