{"id":73953,"date":"2017-06-20T09:23:30","date_gmt":"2017-06-20T16:23:30","guid":{"rendered":"https:\/\/bwblogdev.wpengine.com\/?p=3342"},"modified":"2024-02-10T17:10:12","modified_gmt":"2024-02-11T01:10:12","slug":"360-reviews-managers-can-leverage-real-results","status":"publish","type":"post","link":"https:\/\/www.betterworks.com\/magazine\/360-reviews-managers-can-leverage-real-results\/","title":{"rendered":"The Benefits and Drawbacks of 360 Reviews \u2014 and Why It May Be Time to Move On to a New Model"},"content":{"rendered":"\n<div class=\"wp-block-ht-block-toc is-style-contrasted htoc htoc--position-wide toc-list-style-plain\" data-htoc-state=\"closed\"><span class=\"htoc__title\"><span class=\"ht_toc_title\">Table of Contents<\/span><span class=\"htoc__toggle\"><svg xmlns=\"http:\/\/www.w3.org\/2000\/svg\" width=\"16\" height=\"16\"><g fill=\"#444\"><path d=\"M15 7H1c-.6 0-1 .4-1 1s.4 1 1 1h14c.6 0 1-.4 1-1s-.4-1-1-1z\"><\/path><path d=\"M15 1H1c-.6 0-1 .4-1 1s.4 1 1 1h14c.6 0 1-.4 1-1s-.4-1-1-1zM15 13H1c-.6 0-1 .4-1 1s.4 1 1 1h14c.6 0 1-.4 1-1s-.4-1-1-1z\"><\/path><\/g><\/svg><\/span><\/span><div class=\"htoc__itemswrap\"><ul class=\"ht_toc_list\"><li class=\"\"><a href=\"#h-3-benefits-of-using-the-360-degree-feedback-process\">3 benefits of using the 360-degree feedback process<\/a><ul class=\"ht_toc_child_list\"><li class=\"\"><a href=\"#h-collect-multi-faceted-feedback\">Collect multi-faceted feedback<\/a><\/li><li class=\"\"><a href=\"#h-identify-development-opportunities\">Identify development opportunities<\/a><\/li><li class=\"\"><a href=\"#h-improve-leadership-effectiveness\">Improve leadership effectiveness<\/a><\/li><\/ul><\/li><li class=\"\"><a href=\"#htoc-drawbacks-of-the-360-review-process\">Drawbacks of the 360 review process<\/a><ul class=\"ht_toc_child_list\"><li class=\"\"><a href=\"#htoc-the-process-is-time-consuming-and-costly\">The process is time-consuming and costly<\/a><\/li><li class=\"\"><a href=\"#htoc-the-feedback-collected-is-inaccurate-or-biased\">The feedback collected is inaccurate or biased<\/a><\/li><\/ul><\/li><li class=\"\"><a href=\"#htoc-3-barriers-to-implementing-360-reviews\">3 barriers to implementing 360 reviews<\/a><ul class=\"ht_toc_child_list\"><li class=\"\"><a href=\"#htoc-low-organizational-trust\">Low organizational trust<\/a><\/li><li class=\"\"><a href=\"#htoc-poor-communication\">Poor communication<\/a><\/li><li class=\"\"><a href=\"#htoc-insufficient-follow-through\">Insufficient follow-through<\/a><\/li><\/ul><\/li><li class=\"\"><a href=\"#htoc-how-to-evolve-the-360-performance-review-process\">How to evolve the 360 performance review process<\/a><ul class=\"ht_toc_child_list\"><li class=\"\"><a href=\"#htoc-focus-on-feedback-to-streamline-the-process\">Focus on feedback to streamline the process<\/a><\/li><li class=\"\"><a href=\"#htoc-apply-reviews-to-drive-a-coaching-culture\">Apply reviews to drive a coaching culture<\/a><\/li><li class=\"\"><a href=\"#htoc-revisit-and-revise-evaluation-forms\">Revisit and revise evaluation forms<\/a><\/li><li class=\"\"><a href=\"#htoc-apply-feedback-to-develop-employees\">Apply feedback to develop employees<\/a><\/li><\/ul><\/li><li class=\"\"><a href=\"#htoc-drive-progress-through-evolved-review-processes\">Drive progress through evolved review processes&nbsp;<\/a><\/li><\/ul><\/div><\/div>\n\n\n\n<p><span style=\"font-weight: 400;\">Traditional <a href=\"https:\/\/www.betterworks.com\/magazine\/performance-reviews-examples\/\">performance reviews <\/a>only incorporate the manager\u2019s point of view, but employees may benefit from hearing multiple perspectives. One popular tool for providing a multi-faceted view of performance is the 360 performance review process, which combines feedback from a variety of people in the organization, not just the manager. This approach dates back to the 1950s and saw a resurgence of popularity in the 1990s. While it is still used today in many organizations, companies have begun to move away from 360 reviews \u2014 and for good reason.&nbsp;<\/span><\/p>\n\n\n\n<p><span style=\"font-weight: 400;\">In Betterworks\u2019 view, 360 reviews have multiple shortcomings. At best, they are useful in select situations. At worst, they can be time-consuming and costly for an organization and can lead to disengagement. Let\u2019s take a look at the upsides and downsides of 360 reviews, and how you can make the best of them if your organization is committed to following the practice.<\/span><\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"h-3-benefits-of-using-the-360-degree-feedback-process\"><span style=\"font-weight: 400;\">3 benefits of using the 360-degree feedback process<\/span><\/h2>\n\n\n\n<p><span style=\"font-weight: 400;\">Although managers are the primary source of performance feedback, they aren\u2019t the only people who can bring valuable perspectives to the conversation. Here are a few benefits of applying 360-degree reviews in your organization.<\/span><\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-collect-multi-faceted-feedback\"><b>Collect multi-faceted feedback<\/b><\/h3>\n\n\n\n<p><span style=\"font-weight: 400;\">A 360-degree feedback process theoretically contributes to a holistic view of an individual&#8217;s performance by soliciting feedback from peers, supervisors, and other co-workers, not just the employee\u2019s boss. By combining multiple reviews and viewpoints, you should be able to get a more complete and accurate assessment of each person&#8217;s strengths and areas for improvement. In practice, however, collecting feedback that accurately reflects each person\u2019s contributions is often challenging.<\/span><\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-identify-development-opportunities\"><b>Identify development opportunities<\/b><\/h3>\n\n\n\n<p><span style=\"font-weight: 400;\">One of 360 performance reviews\u2019 purported strengths is the ability to surface improvement opportunities that managers might not see. For example, teammates on a cross-functional team can share a perspective on an employee\u2019s communication and collaboration skills with greater authority than the manager, especially if the manager wasn\u2019t directly involved with a project. Some HR leaders believe pooling information from multiple sources enables managers to create development plans for their reports that are more useful and accurate.&nbsp;<\/span><\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-improve-leadership-effectiveness\"><b>Improve leadership effectiveness<\/b><\/h3>\n\n\n\n<p><span style=\"font-weight: 400;\">Many practitioners believe that the 360-degree feedback process can help managers and executives by providing insights into their leadership style, communication skills, and ability to inspire and motivate others. Employees, especially direct reports, might not share this feedback otherwise. However, with a 360 review, this feedback can help leaders improve their impact while contributing to <\/span><a href=\"https:\/\/www.betterworks.com\/magazine\/accountability-in-leadership\/\"><span style=\"font-weight: 400;\">leadership accountability<\/span><\/a><span style=\"font-weight: 400;\">.<br><br>This is actually a strength of the 360 reviews, and these reviews can be especially effective when conducted with small cohorts of employees, primarily leaders and executives. When a neutral party facilitates these reviews, company leadership can gain valuable feedback and perspectives they might not otherwise hear directly. In such cases, highly experienced executive coaches must be able to help leaders process the feedback and develop action plans to improve their performance.<\/span><\/p>\n\n\n\n<figure class=\"wp-block-image size-large is-resized\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"580\" src=\"https:\/\/www.betterworks.com\/wp-content\/uploads\/2017\/06\/How-360-Performance-Reviews-Can-Elevate-Business-Outcomes-SEO-Internal-1-1024x580.jpg\" alt=\"\" class=\"wp-image-104148\" style=\"width:970px;height:auto\" srcset=\"https:\/\/www.betterworks.com\/wp-content\/uploads\/2017\/06\/How-360-Performance-Reviews-Can-Elevate-Business-Outcomes-SEO-Internal-1-1024x580.jpg 1024w, https:\/\/www.betterworks.com\/wp-content\/uploads\/2017\/06\/How-360-Performance-Reviews-Can-Elevate-Business-Outcomes-SEO-Internal-1-980x555.jpg 980w, https:\/\/www.betterworks.com\/wp-content\/uploads\/2017\/06\/How-360-Performance-Reviews-Can-Elevate-Business-Outcomes-SEO-Internal-1-480x272.jpg 480w\" sizes=\"(min-width: 0px) and (max-width: 480px) 480px, (min-width: 481px) and (max-width: 980px) 980px, (min-width: 981px) 1024px, 100vw\" \/><\/figure>\n\n\n\n<p><\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"htoc-drawbacks-of-the-360-review-process\">Drawbacks of the 360 review process<\/h2>\n\n\n\n<p>360 reviews provide some benefits when managing performance and developing employees. But they can introduce some challenges into your performance review process, too. Here are three drawbacks of using 360 performance reviews.&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"htoc-the-process-is-time-consuming-and-costly\"><strong>The process is time-consuming and costly<\/strong><\/h3>\n\n\n\n<p>Conducting 360 performance reviews can be a time-consuming and costly endeavor. Each 360 review requires input from multiple sources to provide a well-rounded perspective on an employee&#8217;s performance. This means that managers, peers, and direct reports are all involved in the process, contributing their insights and evaluations. Coordinating and gathering these diverse inputs within a specific time frame can be challenging, as it requires synchronized efforts from various stakeholders across the organization.<\/p>\n\n\n\n<p>Additionally, tailoring reviews for various job roles involves a nuanced understanding of specific competencies and skills relevant to each function. Collecting, parsing, and making sense of this highly specialized data requires even more time and resources. The customization of 360 reviews, while potentially beneficial for job-specific insights, amplifies the overall costs and time investments associated with the performance evaluation process.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"htoc-the-feedback-collected-is-inaccurate-or-biased\"><strong>The feedback collected is inaccurate or biased<\/strong><\/h3>\n\n\n\n<p>360 performance reviews pose challenges that lead to inaccurate or <a href=\"https:\/\/www.betterworks.com\/magazine\/bias-in-performance-reviews\/\">biased feedback<\/a>. The reviews&#8217; complexity may prompt participants to rush through assessments due to a high volume of requests, jeopardizing thoughtful and accurate feedback for speed. This urgency heightens the risk of manipulation, prioritizing quick completion over providing a comprehensive reflection of an individual&#8217;s performance.<\/p>\n\n\n\n<p>Moreover, \u201crelying on feedback requested at a specific moment in time introduces inaccuracy, as participants often depend on emotional memory rather than continuous observation of day-to-day actions,\u201d says organizational psychologist and Betterworks Program Strategy Director <a href=\"https:\/\/www.linkedin.com\/in\/caitlinannecollins\/\" target=\"_blank\" rel=\"noreferrer noopener\">Caitlin Collins<\/a>. \u201cIt\u2019s really influenced a lot by whether you like somebody \u2014 or you don&#8217;t,\u201d she continues.<\/p>\n\n\n\n<p>This reliance on isolated instances undermines the ability of 360 reviews to offer a holistic and accurate representation of an employee&#8217;s capabilities by potentially overlooking ongoing development or improvements over time.<\/p>\n\n\n\n<figure class=\"wp-block-pullquote\"><blockquote><p><em>\u201cLet&#8217;s look at providing more coaching throughout the year versus this one-time review.&#8221;<\/em><\/p><cite><em><strong>Caitlin Collins, program strategy director, betterworks<\/strong><\/em><\/cite><\/blockquote><\/figure>\n\n\n\n<p>Despite efforts to reduce bias through multiple raters, inherent subjectivity persists as a challenge. Each rater&#8217;s personal biases, whether conscious or unconscious, can impact the accuracy and fairness of the feedback. Despite HR&#8217;s encouragement of diverse perspectives, the combination of time constraints, the point-in-time nature of feedback, and mandatory participation heightens the risk of biased evaluations.<\/p>\n\n\n\n<figure class=\"wp-block-image size-large\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"580\" src=\"https:\/\/www.betterworks.com\/wp-content\/uploads\/2017\/06\/How-360-Performance-Reviews-Can-Elevate-Business-Outcomes-SEO-Internal-4-1024x580.jpg\" alt=\"\" class=\"wp-image-104149\" srcset=\"https:\/\/www.betterworks.com\/wp-content\/uploads\/2017\/06\/How-360-Performance-Reviews-Can-Elevate-Business-Outcomes-SEO-Internal-4-1024x580.jpg 1024w, https:\/\/www.betterworks.com\/wp-content\/uploads\/2017\/06\/How-360-Performance-Reviews-Can-Elevate-Business-Outcomes-SEO-Internal-4-980x555.jpg 980w, https:\/\/www.betterworks.com\/wp-content\/uploads\/2017\/06\/How-360-Performance-Reviews-Can-Elevate-Business-Outcomes-SEO-Internal-4-480x272.jpg 480w\" sizes=\"(min-width: 0px) and (max-width: 480px) 480px, (min-width: 481px) and (max-width: 980px) 980px, (min-width: 981px) 1024px, 100vw\" \/><\/figure>\n\n\n\n<p><\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"htoc-3-barriers-to-implementing-360-reviews\">3 barriers to implementing 360 reviews<\/h2>\n\n\n\n<p>There are several organizational factors that can make implementing 360 reviews a hassle. Here are some barriers to adoption you might encounter.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"htoc-low-organizational-trust\"><strong>Low organizational trust<\/strong><\/h3>\n\n\n\n<p>Some organizations suffer from low trust, including among employees. Without trust, your 360-degree feedback process could struggle. Employees might fear retaliation for providing honest feedback \u2014 especially to leaders and managers. But without forthright feedback, your 360 processes will be incomplete or biased. If employees don\u2019t trust that their anonymity will be protected, they\u2019re more likely to give generic or unrealistically positive feedback that they think their manager wants to hear.&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"htoc-poor-communication\"><strong>Poor communication<\/strong><\/h3>\n\n\n\n<p>If employees don&#8217;t understand the purpose and process of a 360-degree feedback system, they may not provide meaningful or constructive feedback. They may shy away from leaving constructive feedback, for example, even if it\u2019s honest, to avoid hurting someone\u2019s feelings. Or they might not take the process seriously. To employees who don\u2019t understand the benefits of 360 performance feedback, it can seem like a waste of time.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"htoc-insufficient-follow-through\"><strong>Insufficient follow-through<\/strong><\/h3>\n\n\n\n<p>Collecting feedback is only the first step of the 360 process. The most value is delivered through follow-up and action planning. But, since the process is already a heavy lift, more often than not neither next step is taken. To be successful, HR needs to publicly commit to the purpose of 360 reviews and offer support for turning the recommendations into development plans. Otherwise, employees will view the process as ineffective and possibly even demotivating.<\/p>\n\n\n\n<figure class=\"wp-block-image size-large\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"580\" src=\"https:\/\/www.betterworks.com\/wp-content\/uploads\/2017\/06\/How-360-Performance-Reviews-Can-Elevate-Business-Outcomes-SEO-Internal-2-1024x580.jpg\" alt=\"\" class=\"wp-image-104150\" srcset=\"https:\/\/www.betterworks.com\/wp-content\/uploads\/2017\/06\/How-360-Performance-Reviews-Can-Elevate-Business-Outcomes-SEO-Internal-2-1024x580.jpg 1024w, https:\/\/www.betterworks.com\/wp-content\/uploads\/2017\/06\/How-360-Performance-Reviews-Can-Elevate-Business-Outcomes-SEO-Internal-2-980x555.jpg 980w, https:\/\/www.betterworks.com\/wp-content\/uploads\/2017\/06\/How-360-Performance-Reviews-Can-Elevate-Business-Outcomes-SEO-Internal-2-480x272.jpg 480w\" sizes=\"(min-width: 0px) and (max-width: 480px) 480px, (min-width: 481px) and (max-width: 980px) 980px, (min-width: 981px) 1024px, 100vw\" \/><\/figure>\n\n\n\n<p><\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"htoc-how-to-evolve-the-360-performance-review-process\">How to evolve the 360 performance review process<\/h2>\n\n\n\n<p>Successful 360 performance review processes are planned, well-communicated, and thoughtfully implemented. Follow these steps to set up a 360 review process that supports your talent strategy and drives business results.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"htoc-focus-on-feedback-to-streamline-the-process\"><strong>Focus on feedback to streamline the process<\/strong><\/h3>\n\n\n\n<p>Teach people across the organization to provide constructive, growth-oriented feedback in real-time \u2014 and in alignment with your organizational structure. \u201cIs it project-based feedback? Is it output-based?\u201d Caitlin says. \u201cWhat type of feedback would work best within that organization?\u201d <a href=\"https:\/\/www.betterworks.com\/magazine\/continuous-feedback\/\">Capturing feedback<\/a> at the right time and place increases its effectiveness in developing employees.<\/p>\n\n\n\n<p>Building flows for capturing feedback throughout the year also contributes to a lighter lift for participants in your 360 performance review process. \u201cBy the time you get to like the year-end review, or the 360, there&#8217;s already all this feedback that&#8217;s starting to gather,\u201d Caitlin says. \u201cThat piece of the 360 can be removed and it becomes more like a 180, where it&#8217;s just the manager providing a year-end review and the employee doing a self-review.\u201d<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"htoc-apply-reviews-to-drive-a-coaching-culture\"><strong>Apply reviews to drive a coaching culture<\/strong><\/h3>\n\n\n\n<p>Encourage managers to engage in more frequent developmental conversations with their direct reports. \u201cLet&#8217;s look at providing more coaching throughout the year versus this one-time review,\u201d Caitlin says. This would both lighten the review burden and shift the emphasis to continuous performance management and improvement over time.<\/p>\n\n\n\n<p>As 360-degree feedback comes in, managers can take that opportunity to point to that data to coach employees. Performance feedback provides an opportunity for managers to \u201creally dig in, to understand context and perception, and use it almost as a guide to help employees improve in certain competencies,\u201d Caitlin says. HR plays an important role in driving these outcomes, Caitlin says: \u201cThat involves a lot of manager training to be able to understand how to have those conversations.\u201d<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"htoc-revisit-and-revise-evaluation-forms\"><strong>Revisit and revise evaluation forms<\/strong><\/h3>\n\n\n\n<p>360 review processes are often time-consuming because the evaluation forms are cumbersome. Get into the habit of reviewing performance evaluation forms with the intent of trimming questions you don\u2019t need. Practice good hygiene. \u201cSit down and evaluate: What do we use each metric for? Do we use this data for anything?\u201d Caitlin says. \u201cIf we don&#8217;t, let&#8217;s get rid of it.\u201d<\/p>\n\n\n\n<p>This practice will help you create a lighter review process, and refocus it on measuring the right things at the right time to drive business impact.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"htoc-apply-feedback-to-develop-employees\"><strong>Apply feedback to develop employees<\/strong><\/h3>\n\n\n\n<p>The 360-degree review process tends to be a lot of work, but traditionally produces little to no benefit to employees. \u201cOne of the most frustrating things for people is that very rarely does anything ever come of these 360s,\u201d Caitlin says. \u201cThere&#8217;s no benefit; there&#8217;s no output.\u201d<\/p>\n\n\n\n<p>If you\u2019re going to collect 360-degree feedback, develop processes for using the data you collect to develop employees. Often, this starts with training managers. \u201cYou need someone who understands how to interpret and apply the results,\u201d Caitlin says. \u201cCreate learning guides and assets and train managers on how to have conversations based on those results.\u201d&nbsp;<\/p>\n\n\n<div class=\"lazyblock-recommendedread-Z1k5kzS align  wp-block-lazyblock-recommendedread\">        <div class=\"recommended-read-notice\">Recommended Read<\/div> \n        <div class=\"recommended-read-box\">\n            <div class=\"recommended-read-image\">\n                <img decoding=\"async\" src=\"https:\/\/www.betterworks.com\/wp-content\/uploads\/2023\/06\/Manager-as-a-Coach-SEO-Blog-800x1000-1.jpg\" alt=\"\">\n            <\/div>          \n            <div class=\"recommended-read-text\">\n                <div class=\"recommended-read-categories\"><a href=\"https:\/\/www.betterworks.com\/magazine\/category\/vantage-point\/manager-enablement\/\">Manager Enablement<\/a><\/div>\n                <div class=\"recommended-read-title\">Manager as Coach: The Power of Coaching for Business Impact<\/div>\n                <div><a class=\"recommended-read-cta\" href=\"https:\/\/www.betterworks.com\/magazine\/manager-as-coach\/\">Read Now<\/a><\/div>\n            <\/div>\n        <\/div>\n        <\/div>\n\n\n<p>A lot of managers, says Caitlin, don\u2019t know how to develop a good individual development plan (IDP) to help employees reach their goals and improve their performance. They require guidance themselves to know how to structure IDPs in a way that reflects what employees are interested in accomplishing and how they want to grow.<\/p>\n\n\n\n<figure class=\"wp-block-image size-large\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"580\" src=\"https:\/\/www.betterworks.com\/wp-content\/uploads\/2017\/06\/How-360-Performance-Reviews-Can-Elevate-Business-Outcomes-SEO-Internal-3-1024x580.jpg\" alt=\"\" class=\"wp-image-104151\" srcset=\"https:\/\/www.betterworks.com\/wp-content\/uploads\/2017\/06\/How-360-Performance-Reviews-Can-Elevate-Business-Outcomes-SEO-Internal-3-1024x580.jpg 1024w, https:\/\/www.betterworks.com\/wp-content\/uploads\/2017\/06\/How-360-Performance-Reviews-Can-Elevate-Business-Outcomes-SEO-Internal-3-980x555.jpg 980w, https:\/\/www.betterworks.com\/wp-content\/uploads\/2017\/06\/How-360-Performance-Reviews-Can-Elevate-Business-Outcomes-SEO-Internal-3-480x272.jpg 480w\" sizes=\"(min-width: 0px) and (max-width: 480px) 480px, (min-width: 481px) and (max-width: 980px) 980px, (min-width: 981px) 1024px, 100vw\" \/><\/figure>\n\n\n\n<p><\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"htoc-drive-progress-through-evolved-review-processes\">Drive progress through evolved review processes&nbsp;<\/h2>\n\n\n\n<p>While 360 reviews have long been a staple of performance management, many organizations are now seeking to evolve their processes to focus more on continuous development and improvement. This evolution allows performance to be reviewed as an ongoing, dynamic process rather than a single annual event.&nbsp;<\/p>\n\n\n\n<p>With the right guidance and training, managers can better use tools like 360 reviews to understand strengths and growth areas, and to tailor development goals for each employee. Making these changes to evolve traditionally cumbersome processes sets your organization up for higher engagement and more meaningful performance conversations.<\/p>\n\n\n\n<p>Want to learn more? Check out <a href=\"https:\/\/www.betterworks.com\/the-employees-ultimate-field-guide-to-giving-and-receiving-feedback\/\">The Employee&#8217;s Ultimate Guide to Giving and Receiving Feedback<\/a>.<\/p>\n\n\n<div class=\"lazyblock-post-resource-cta-n8mLF align  wp-block-lazyblock-post-resource-cta\"><div class=\"custom-post-resource-box\" style=\"background:url('https:\/\/www.betterworks.com\/wp-content\/uploads\/2023\/03\/EmployeesGuideFeedback-BlogAd-Horizontal.jpg;') no-repeat center;background-color:;box-shadow: 0px 0px 18px -5px ;background-color:\">\n  <div class=\"custom-box-heading\" style=\"max-width:50%;\"><p style=\"color:#FF7369;font-size:30px\">Feedback matters. Learn how to give and receive it.<\/p><\/div>\n  <div class=\"custom-box-cta\" style=\"\"><a class=\"et_pb_button\" href=\"https:\/\/www.betterworks.com\/the-employees-ultimate-field-guide-to-giving-and-receiving-feedback\/\" style=\"color:#ffffff;background-color:#008AAB;\">Get your guide<\/a><\/div>\n<\/div><\/div>","protected":false},"excerpt":{"rendered":"<p>Let\u2019s take a look at the pros and cons of 360 reviews, and how you can make the best of them if your organization is committed to following the practice.<\/p>\n","protected":false},"author":111,"featured_media":104155,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"_et_pb_use_builder":"off","_et_pb_old_content":"<p class=\"p1\"><b><\/b>Managers play an especially important role in the success of an organization. They are responsible for the planning, controlling and directing of the organization\u2019s resources. According to Gallup, they account for <a href=\"https:\/\/www.gallup.com\/businessjournal\/182792\/managers-account-variance-employee-engagement.aspx\"><span class=\"s1\">70% variance in employee engagement<\/span><\/a>. That\u2019s important.<\/p>\n<p class=\"p2\">The key driver in creating engagement is feedback. <a href=\"https:\/\/www.officevibe.com\/blog\/infographic-employee-feedback\"><span class=\"s1\">OfficeVibe<\/span><\/a> reports the following statistics about employee feedback:<\/p>\n\n<ul class=\"ul1\">\n \t<li class=\"li2\">78% of employees say feedback helps with motivation<\/li>\n \t<li class=\"li2\">69% percent of employees say they would work harder if they felt their efforts were better recognized<\/li>\n \t<li class=\"li2\">There\u2019s 15% lower turnover in companies with regular employee feedback<\/li>\n<\/ul>\n<p class=\"p2\">This is the first of a two-part series on how managers and employees can get quality feedback using 360 reviews, along with their benefits and how to use the results. Today\u2019s post will focus on 360 reviews for managers.<\/p>\n<p class=\"p2\"><strong><span class=\"s3\">What 360 Reviews Mean for Managers<\/span><\/strong><\/p>\n<p class=\"p2\">In lieu of conducting an annual performance review, many organizations are conducting 360 degree reviews, where managers receive feedback from three sources: their own manager, their peers and their direct reports. The reason for soliciting feedback from three different groups is because a manager has a different working relationship with each.<\/p>\n<p class=\"p2\">The benefit of a 360 review is that managers are provided with a holistic view of their own performance, instead of just giving feedback to their direct reports. It\u2019s also a good reminder that managers have multiple people they are accountable to in the organization. Managers who focus on one group to the exclusion of another will not be as successful in accomplishing their goals. Let me share a personal story to illustrate the point: I used to work with a sales manager that was loved by her customers. She always made her goals so senior management liked her. However, her employees didn\u2019t like her because she often made impossible promises to customers that would wreak havoc for employees. So, she was awesome to one group, but completely ignored another.<\/p>\n<p class=\"p2\"><strong><span class=\"s3\">What to Do With 360 Review Results<\/span><\/strong><\/p>\n<p class=\"p2\">In the past, 360 reviews have received a mixed reaction because they are such a departure from the norm, even if managers aren\u2019t thrilled with the traditional annual performance review. Because multiple people are involved in giving feedback for a 360 review AND traditionally the results are anonymous, it can take some time for managers to get comfortable with the process.<\/p>\n<p class=\"p2\">That\u2019s where HR comes in\u2014the HR department can help with the transition by making sure that everyone involved in providing feedback has been properly trained on the 360 Review process as well as the most effective ways to give feedback.<\/p>\n<p class=\"p2\">It\u2019s also important for the organization to have a group of individuals who are qualified to share the 360 review results. These individuals need to be credible, able to maintain confidential information and familiar with the process. Because a 360 review has feedback from multiple individuals, it\u2019s a dynamic document and will take some expertise to share. This group will probably include HR, but possibly other senior managers outside of HR.<\/p>\n<p class=\"p2\">Once the 360 review is completed, that qualified individual and the manager should meet to discuss the results. While there may not be a formal meeting agenda beyond sharing the results, it\u2019s important that the goal of the meeting is to allow the manager to begin the process of digesting the feedback.<\/p>\n<p class=\"p2\">In fact, it could make some sense to break the process into two meetings: the first to communicate the results and then a follow-up meeting to formulate a development plan. This gives the manager an opportunity to think about a few developmental goals. Another advantage of the two meeting approach is that HR or an external consultant could meet with the manager regarding results, then the manager could meet with their supervisor about developmental goals.<\/p>\n<p class=\"p2\"><strong><span class=\"s3\">360 Reviews are the First Step Toward Building a Feedback Culture<\/span><\/strong><\/p>\n<p class=\"p2\">Organizations cannot afford to lose good managers. Creating <span class=\"s1\">continuous management development<\/span> opportunities builds engagement and creates retention.<\/p>\n<p class=\"p2\">360 reviews are a development tool that supports a culture of development and learning. The individuals involved in the process have a vested interest in the manager\u2019s success. That happens at every level of the organization.<\/p>\n<p class=\"p2\">360 reviews also create the foundation for feedback to be an essential part of the organization\u2019s culture. For more information about building a feedback culture, check out <span class=\"s1\"><a href=\"https:\/\/assets.betterworks.com\/papers\/betterworks_feedback_whitepaper.pdf\">The HR Executive\u2019s Guide to Building a Feedback Culture<\/a>.<\/span><\/p>","_et_gb_content_width":"","content-type":"","inline_featured_image":false,"footnotes":""},"categories":[237,3307],"tags":[],"featured_location":[],"industry":[],"class_list":["post-73953","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-employee-experience","category-performance-management"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v18.1 (Yoast SEO v23.9) - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>360 Performance Reviews: How HR Can Leverage Real Results - Betterworks<\/title>\n<meta name=\"description\" content=\"Let\u2019s take a look at the pros and cons of 360 reviews, and how you can make the best of them if your 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