Running 360Now Successfully

It is important that 360 degree appraisals are run as part of a proper process – with staff knowing why the process is taking place.

1. Establish the purpose – 360 degree processes with a clear purpose and objectives which are properly communicated are likely to be more effective. Normally the process will be part of the career development plan for the individual but may also be for training or to help deal with change.
2. Gain commitment – Commitment from senior management/HR is an important definer on whether the process will be seen as credible.
3. Identify the appraisers – Identifying the most appropriate people to appraise the performance of the individual is key. Our system allows self selection by the Appraisee with an approval step by managers or HR to verify appropriateness.
4. Ensure the appraisal is appropriate – The questionnaire used needs to describe and measure the behaviours which relate to actual job performance. We have a number of appraisals for you to choose from, and these can be further tailored as appropriate.
5. Properly structured feedback – using HR or an external facilitator. Whilst we can provide these services reports are in a format which can be easily used by the client.
6. Establish the resources to follow through – We can advise here if required.
7. Consider how feedback will be communicated – Again we can advise here if required.