A 360-degree appraisal is a more in-depth assessment of employee performance. The checklist provides a systematic way to help evaluate employees and creates action plans to support their personal development.
This checklist will provide you with the information you need to complete a successful 360 Performance Appraisal.
Begin by answering this question on this checklist.
Table of Contents
Step 1: Establish criteria for rating each employee.
Consider using the factors below and provide ratings such as minimal, neutral, good, excellent for a few of the following soft skills
- Leadership: Decision making, taking responsibility and approachability
- Communication: Listening, non-verbal and oral communication, ability to receive feedback and give feedback constructively
- Teamwork: Participation, readiness to help, reliability
- Organisation: Time and project management, attention to detail
- Creativity: Problem-solving, critical thinking, originality
- Interpersonal skills: Confidence, empathy, positivity, stress-management, enthusiasm
- Company alignment: Understanding and compliance of values, mission, vision, strategic plans and processes
Step 2: Choose who will assess each employee
Participants should include companywide staff including department supervisor. Additionally, you could choose to send to your clients and other personnel if it is relevant to their job duties.
Step 3: Begin disseminating this survey to employees (with anonymity or without)
Send out the review by email at least a week in advance so participants can take their time and provide helpful information.
What should be asked in a review?
- The purpose of these answers is to help the employee find ways to improve and advance in their roles. The employee and the person providing feedback should be the focus of the relationship.
Common questions you can ask:
- What interpersonal skills do you see the employee regularly use when working with you, team members and clients?
- Do you have any interpersonal skills you could help the employee improve?
- Do you believe that your employees show motivation and drive to complete their tasks effectively?
Step 4: Evaluation process
- Set a calendar date and time for the 360 evaluations so each employee can prepare for their in-person evaluation
- Review ratings with the employee set goals for each employee so they can make room for improvement
- Praise them for their strengths and emphasise their weaknesses as areas for improvement
Step 5: Follow up on progress
Establish a date and time for a follow-up meeting about an employee’s development in weak areas.
Here are a few important tips to perform 360 reviews effectively and fairly:
Use the 360-performance appraisal with other performance evaluations for continuous, feedback throughout the year. Such as including yearly performance reviews which discuss how well an employee is performing their job duties and meeting goals, and reviewing their strengths and weaknesses for soft and hard skills.
Support your employee’s post-review
It’s important to provide employees with support once a 360 review is complete. Support comes in the form of resources to improve skills, coaching and mentoring, learning and development, as well as further reviews, acknowledgment and encouragement of progress.