{"id":81545,"date":"2022-01-24T01:00:00","date_gmt":"2022-01-24T06:00:00","guid":{"rendered":"https:\/\/netmind.bts.com\/en\/?p=81545"},"modified":"2025-02-24T17:25:39","modified_gmt":"2025-02-24T16:25:39","slug":"360-reviews-en","status":"publish","type":"post","link":"https:\/\/netmind.net\/en\/knowledge-center\/360-reviews-en\/","title":{"rendered":"Guidelines for successful 360\u00ba reviews-EN"},"content":{"rendered":"

Why 360\u00ba reviews?<\/h2>\n

The traditional annual performance review is not optimal for engaging and retaining people. Why is this?<\/p>\n

\u2022 They are not timely.
\n\u2022 They are subjective and subject to bias.
\n\u2022 They are usually developed from one person’s perspective, the manager, and therefore do not give a well-rounded perspective.
\n\u2022 The feedback is typically too broad and not actionable.
\n\u2022 They are stressful for both sides of the feedback, often engendering feelings of dread and even panic.<\/p>\n

We need a system that provides timely, effective, quality feedback.<\/p>\n

Timely feedback<\/h3>\n

Engaging and retaining talent is crucial<\/b> for organizational success in today’s competitive world. Continual motivation<\/a> is key, along with a system that helps ensure our people are aligned with our vision and strategies, are focused on continuous improvement and learning<\/b>, and are agile vis-\u00e0-vis changes in the organization and market.<\/p>\n

People who are not living up to expectations need timely feedback so that learning and corrective actions can take place.<\/p>\n

People who are performing well need timely feedback as well; this promotes better engagement, happiness, and a feeling of accomplishment. It also encourages the continuation of positive behaviors and learning.  <\/p>\n

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Effective, quality feedback<\/h3>\n

A system where one person evaluates another with little or no feedback from anyone else inherently contains bias. Obtaining input from multiple perspectives and through various lenses is key. We get a clearer picture of how the person is performing and how they can better serve their coworkers and customers by eliciting information from peers, customers, and other “stakeholders” who are affected by the person’s work. This combined perspective helps create balance among those different perspectives and create a clearer picture<\/strong> for the employee about their behavior, impact, and skills.<\/p>\n

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Feedback is a gift<\/figcaption><\/figure>\n

While 360\u00ba reviews<\/strong> are NOT designed to replace performance reviews, they should be a critical part of determining elements such as bonuses, pay changes, incentives, career paths, etc.<\/p>\n

Reviewing job performance, such as meeting sales quotas, writing a certain number of articles a month, or answering a certain number of calls, should be reviewed as a separate part of the performance.<\/p>\n

The benefits of 360\u00ba reviews<\/strong> are numerous, including the following:<\/p>\n