Using 360 Evaluations for Performance Appraisal
The DecisionWise Leadership Intelligence 360 for Appraisal is a customized multi-rater assessment process designed specifically for use in the evaluation of employee performance. Based on over 15 years of performance management research, these assessments combine the power of 360 evaluations with traditional performance appraisal to provide a more comprehensive picture of individual performance.
Our online 360 assessment system allows for fast and easy access to the survey and report. As DecisionWise handles the survey design, setup, and administration, our clients quickly find the process results in a higher degree of performance appraisal completion, greater confidentiality, targeted and actionable feedback, and a worry-free administration process with no expensive software to purchase, install, and support.
A DecisionWise project manager and consultant team will guide you and your organization through the 360 evaluation process. We can even help your supervisors understand how to interpret, debrief, and coach their employees on the results, which creates in a greater level of development and action.
Advantages of 360 Evaluations for Appraisal
Although once used almost strictly for development, 360 surveys are proven to be a valuable option for performance appraisal. Using 360 performance appraisals carries with it some significant advantages: It provides a more complete picture than a top-down, single rater appraisal (a performance evaluation that includes only the manager's feedback).
- Supervisors often don't have a full picture of their employees' performance. Multiple perspectives highlight all sides of performance.
- 360 reviews measure more than just operational performance (which tends to be the focus of most managers' appraisal feedback).
- 360 evaluations takes into account the effectiveness of the employee when working with various groups and levels (supervisor, peers, direct reports, internal customers, etc.).
- Organizations find it less biased (and even more legally defensible) than the evaluation provided by a single individual.
- Organizations already using 360 evaluations for development find it a logical step in assessing performance.
- 360 performance reviews tend to have more process and structure than the haphazard performance appraisals typically done in most organizations. This greatly increases the likelihood that the appraisal will be complete, and will give useful feedback.
Despite the tremendous value that can be gained by using 360 performance evaluations, there are some important considerations:
- A 360 evaluation for appraisal is different from a 360 survey for development. Off-the-shelf surveys typically do not take this into consideration.
- A multi-rater appraisal addresses both what was done and how it was done.
- Communication prior to beginning the process should be very clear, providing guidance on the how and why of the process.
360-Degree Feedback Revisited- The Transition from Development to Appraisal
By Dr. Tracy Maylett, DecisionWise CEO, in Compensation and Benefits Review
Successfully using 360 evaluations for both employee development and performance appraisal requires a clear understanding of objectives and possible outcomes. This article addresses how to differentiate between the two uses, and how to ensure the process measures what it is intended to measure. This article was named one of the "Top 5 Most Downloaded Articles" for Compensation and Benefits Review.
Maylett, T. M. (2010). Looking Beyond the Clinical Side of Performance. HR Pulse (American Hospital Association), Spring 2010, 17-18.