Standard Operating Procedure “Conducting 360° feedback assessment”
Traditional annual performance evaluations continue to be criticized as ineffective management tools, and many leading companies are abandoning them either entirely or partially. The so-called alternative assessment systems are used in return, and the proposed standard operating procedure “Conducting 360° feedback assessment” is one of them. Like any management tool, it is not ideal; it requires fine-tuning to avoid profanation of implementation, active actions in minimizing bureaucracy, and persistence in implementation. The introduction of a 360° system in your company will allow you to avoid the disadvantages of traditional assessment systems:
- Reduce the amount of emotional stress on employees
- An exclusive fixation on the past results of employees’ work, to the detriment of the answer to the question, “How will we develop employees and their work skills in light of certain directions of company development?”
- Bias and Subjectivity: Traditional reviews rely solely on supervisors’ opinions, leading to subjectivity. Biased assessments based on personal perceptions can occur, negatively impacting employees
- Lack of Continuous Feedback: traditional reviews do not provide the feedback loop necessary for ongoing coaching and improvement. Employees miss regular opportunities to receive guidance, suggestions, and recognition for their work
The procedure consists of the following sections:
- a standardized step-by-step guide for conducting a 360° assessment, indicating pitfalls – errors that will not allow you to successfully implement this tool in your company. The format of the procedure is presented in the form of a regulatory document that requires minimal adaptation in your company
- a set of standard blocks of competencies by which it is advisable to evaluate an employee – a description of areas of use and main components of the system
- instructions for appraisers when filling out questionnaires in the 360° system
- examples of questionnaires used in the 360° system. The format of the questionnaires is presented in such a way that they can be immediately inserted into the information system, without which the effective implementation of the assessment is impossible
This procedure will allow:
- manage the labor efficiency of your company’s employees, concentrating on supporting them and their development and not chasing “witches.”
- understand what motivates your employees to work better, connect the goals of the organization and the employee
- identify talent to plan the future of the company
- have a comprehensive assessment system based on unified scales for various departments and management levels
You can book Advisory Support sessions with SME/Procedure developer. Each session will be provided in a form of an hour long video call via Zoom. First 2 Advisory Support sessions are included in the price.
The International Management Decisions Library allows users who have purchased the corresponding standard operating procedure to receive consulting services from the vendor/procedure developer on its content and implementation technology. The user must book a video conference with a specific developer to receive such consultation. The system allows you to agree on a convenient time for both parties automatically, considering the difference in time zones if the user and the procedure developer are in different time zones. Depending on the complexity of the standard operating procedure, a certain number of free developer consultations is established (the cost is included in the price of the procedure). If a library user requires additional consultations beyond the established limit, they can book this consultation for an extra fee.
The library administration monitors the facts of scheduled meetings and resolves situations where the booked meetings did not occur
This procedure belongs to our library’s foundational standard operations procedures (SOPs) class. However, to successfully implement the procedure, it is recommended that thorough Communication and Training plans be developed. Participants must be transparently informed about the purpose, process, and confidentiality of 360-degree feedback, and training sessions must be provided to educate employees, managers, and raters on how to give constructive feedback. It is recommended to do the pilot test of the process: conduct a small-scale pilot to identify any issues or areas for improvement. Use feedback from the pilot to refine the process before full-scale implementation
