The 360 Assessment. A complete guide for the HR professional.
A 360 assessment is a compass that guides employees to gather feedback from multiple perspectives to enhance self-awareness, uncover blind spots and improve performance. It’s like a panoramic snapshot of an individual’s performance and impact within the organization.
The goal isn't to put anyone on the spot or create a popularity contest. It's about understanding how an individual's actions and behaviors are perceived by those around them. It's about fostering a culture of growth and development.
As an HR professional, your role is to facilitate this process, ensure the employee understands the feedback and develops action plans. The purpose is to unlock potential. Your role should not be spent following up collecting reviews, selecting participants or distributing questionnaires. Let’s break down your guide to the 360 Assessment that will set you up for success.
Fair: Your 360 Review should align with your organization's core values or leadership competencies. You also need to ensure that the process is fair, confidential, and unbiased. This often means bringing in an external third party to conduct the assessment.
Simple: Your assessment should be a breeze to orchestrate and carry out for all parties involved - you, the employee, and the reviewers. As an HR professional, you might sometimes feel like you're trying to herd cats which can distract you from more impactful pursuits. A top-notch 360 assessment should be a turn-key process that is easy for all involved.
Clear: The feedback from a 360 evaluation should be presented in a clear, easy-to-understand report. But it doesn't stop there. You should also provide coaching or mentorship to help the individual understand and act on the feedback received. A great 360 will ensure that time is spent on understanding the data, and turning it into a meaningful development plan.
Enlightening: You may have a sense that collecting honest and useful feedback is difficult. Your 360 assessment should serve as a lighthouse, guiding the reviewer and adding value to their feedback. The reviewer is the unsung hero in your show. Reducing the sugar-coated feedback that doesn't provide the necessary insights for growth. The reviewer should see the 360 as a platform to voice their insights. It also sharpens their self-awareness, as it prompts them to reflect on their own actions. Ultimately, the reviewer gets a front-row seat to the culture of transparency and continuous learning that your organization strives to cultivate.
Disarming: Receiving constructive feedback can sometimes trigger defensiveness or conflict. A 360 review should assist you in disarming these situations. The 360 should properly prepare the employee to answer insightful questions that drive a growth mindset.
Continuous: Remember, a 360 assessment isn't a one-time thing. It is a continuous process that should be conducted regularly to track progress and development. It is not about highlighting flaws, but about identifying opportunities for improvement and celebrating strengths.
Progressive: A 360 assessment should be advancing with technology. It should be custom-fitted to each individual, addressing their unique needs and contexts. AI-driven tools should be leveraged to analyze the feedback more accurately and provide nuanced insights.
A 360 assessment is a powerful compass for the HR professional who wants to drive value for their business partners. When done correctly, it can lead to increased self-awareness, improved communication, and a more cohesive and productive team. It’s about fostering a culture of feedback in which everyone understands the value and purpose of a comprehensive 360 review. Set this up correctly and you will become the business partner that all leaders want and trust.
