Properly implemented 360 degree feedback initiatives have the potential to deliver a great deal of value for your employees and your organization. 360 degree feedback:
- Reinforces the links between what is required for the job and actual performance.
- Provides a way to actually measure performance in a quantitative (ratings) and qualitative (comments) way.
- Gives employees a variety of perspectives on their strengths and weaknesses and (if you use a great 360 tool) provides advice to drive development.
- Delivers rich development information that will resonate more with employees as it is derives from different sources.
- Has the potential to create a feedback culture.
Suffice to say, implementing a 360 degree feedback initiative can be a very good thing; provided that your organization is ready.
So, how do you know?
- Do you have executive support?
No surprise that this is easily the most important factor to consider. But, what does support truly mean in practice? Senior Management should be committed to:
- Having a clearly defined and significant role in the process.
- Being involved in developing and sending the communications.
- Actually taking part in the process by being a rater and a target.
- Holding everyone accountable for taking part in the process.
- Do you know why you are doing this 360 thing?
Before implementing any 360 project, everyone involved should be clear on:
- Whether the 360 process will be used for performance or development.
- What support if any will be provided to employees once they get their results.
- What’s in it for the organization and each employee.
- What will be done with the data.
- Is your corporate culture open to this?
Look into the organizational mirror and assess your company’s:
- Commitment to development.
- Relationship between management and employees.
- Relationship between employees.
- Track record with prior development initiatives.
- Do you have the resources?
The good news is that a good vendor will do much of the heavy lifting from an administrative perspective and help you streamline the process to make life easier. However, you should still consider resources for post-project.
- Have you allocated any budget for development and training needs identified by the 360?
- Do you have sufficient resources in-house for coaching and mentoring?
- Have you allocated resources for completed 360 on an annual basis to measure progress?
It may seem like a lot to think about. However, a little pre-planning will have a dramatic impact on the success of your project.
The good news is that they are plenty of companies like us that can help guide you through the planning, implementation, and development that follows a successful 360 project.
If you’re ready to get started or just thinking about implementing a 360 degree feedback initiative, connect with me at gharrison (at) sigmaleader.com to see how we can help.