Tips to ensure your transition to 360 reviews for better performance management

360-degree feedback is on the rise. Now more and more businesses are ditching their traditional annual review practices and adopting a quarterly 360 tactic as opposed to the traditional top-down only method.

Integrating more frequent 360-reviews into your performance review process needn't be hectic or overly complicated. Here are four tips to ensure your transition to 360 reviews is as unified and easy as possible.

1    Feedback anonymous or not

It’s significant to decide which practices integrate best with your business culture. Is your team likely to better reply to feedback if they know who provided it? Once you’ve decided how to run things, what’s even more vital is communicating whichever decision you make to your group. Confirming that people are both informed about and comfortable with new methods will make a huge variance in their willingness to engage with them. It can make all the difference between successful implementation and having practices in place that people aren’t relaxed enough to use and teams feedback is key to making 360’s effective.

2  Have a clear use for it

It’s important to be aware of how your 360-review will integrate and what value it will add. Maybe in existing review process you already cover role-specific skills, so you could familiarize it for more general topics, such as people’s integration into the team, their capability to meet limits or their communication skills. It’s key to communicate to your team what the reviews will be used for before implementing them so that everyone will be able to involve from the offset.                                              
Lead by model

If your business implementing 360-degree reviews using a feedback tool, once people are knowledgeable about the changes, the next step should be management implementing and using it. If people are firstly informed about innovative practices, then see them being effectively implemented into others’ workflows, they’ll likely be more relaxed, see the welfares and be encouraged to start giving feedback to those around them.
Follow Up

360-reviews can be an incredibly useful practice. Organizing feedback from multiple sources allows for a better rounded, often more precise view of things. Following up after reviews is a key practice, as it allows for conversation on how people can use feedback received to take the next steps and work towards evolving their skills and practices.

Different HR software available in the market regards to performance management includes 360 feedbacks for better performance measures. Here PeopleQlik performance management software that allows organizations to develop and design their own feedback template, select their evaluators, start the procedure and evaluate the received feedback.