Managers reviewing documents on clipboards with 360 evaluation results
To progress, you need to measure, and to measure, you need to have a strategy that allows you to capture data, process it, and draw conclusions from it.
One of the most comprehensive ways to carry out this evaluation is to do it through a 360 evaluation that comprehensively considers each variable. That is why here we tell you how you can easily execute this strategy.
What is 360 evaluation?
360 evaluation or 360 feedback is a method to measure the performance of work teams. This is done through comments from colleagues and staff members, taking into account their emotions, strengths, weaknesses and different points of view.
Unlike other evaluation japan telegram mobile phone number list methods, this method includes the perspective of senior leaders or bosses, colleagues from the same team, from other departments, as well as area reports. In this way, the evaluator can have a more complete picture, hence the name, of job performance and the factors involved.
Benefits of 360 evaluation to measure annual performance
Clipboard with printed sheets and graphs on performance thanks to the 360 evaluation
According to those who apply this method, the main benefits it offers are:
Holistic view of performance
Job performance should not be limited to just the result, whether the objective was met or the number was reached.
In the 360-degree evaluation , all the factors that influenced job performance are considered. That is, from having equipped offices and all the resources to work, to the mental and physical health of the team members.
Identification of areas for improvement and strengths
But that's not all, 360 feedback also focuses on thoroughly analyzing the areas of improvement and strengths of work teams.
With this information, and based on a comprehensive vision, it is possible to determine the path to follow to achieve better results. In addition, key areas can be strengthened or resource allocation can be improved.
Fostering a culture of constructive feedback
In addition, this form of performance evaluation allows for building a much healthier, more constructive, and non-critical or toxic feedback culture.
By looking at the team's progress in an integrated way, factors beyond this can be considered, which allow us to better understand the feedback, without considering it as aggression. This helps to better understand and comprehend the work teams.
How to implement a 360 evaluation in your company?
One of the most important questions is how we can implement a 360 evaluation strategy . Here we explain it step by step:
Define the objectives of the evaluation
The first thing we need to do is define what the evaluation objectives will be. If we don't know what we are going to measure, we will be sailing blindly. We won't know where to start, what data to collect or what conclusions to draw.
It is important to note that objectives must be quantifiable, that is, they must be measurable with a number. If they cannot be measured with a number, their interpretation will be subjective and therefore imprecise.
Some of the most common goals include sales, profitability, efficiency or productivity. So set goals that can be measured with numbers. To make it easier, you can use methodologies such as SMART.
Selecting the evaluators
It is important to be critical and objective when looking for those responsible for performance evaluations. This is because evaluators must have the experience and knowledge to create efficient and accurate strategies.
Ideally, you should choose evaluators who are independent of the team's performance or who are not involved in it. Remember that having an evaluator who is part of the team can bias their objectivity.
You can also choose to create a multidisciplinary team for 360 feedback. For example, including members of senior management, members of the same team to be evaluated and members of other related departments.