psst! Free sample templates are at the end of this article!-Small Business Manager
360-Degree reviews are making their way to the top of the list of techniques for effective management. Historically, it has always been the place of the manager to review their subordinates. In today’s business world, however, it is very valuable for employees to review their managers and supervisors.
What Is A 360-Degree Review?
The 360-degree review, also known as 360-degree feedback or multi-rater feedback, is an evaluation of a manager or employee’s performance that asks for feedback from multiple sources about an individual’s performance, including their peers, managers, and subordinates.
In the context of managers, a 360-degree review process involves collecting feedback from various stakeholders on a manager’s leadership abilities, communication skills, decision-making, interpersonal skills, and other competencies critical to their role. This feedback is collected through anonymous surveys, and the responses are aggregated and shared with the manager.
What Is The Purpose Of A 360-Degree Review?
The purpose of 360-degree feedback for managers is to provide them with a more comprehensive and objective understanding of their strengths and weaknesses, as perceived by their team members and other peers. This feedback offers difference perspectives that can help managers identify areas for improvement and development, and can also help them to recognize and leverage their strengths.
The 360-degree review process can also provide valuable insights for organizations, as it can identify trends and themes across different departments and teams, and can help to identify areas where training and leadership development programs may be needed. This can also be a helpful tool in analyzing how company values are viewed across departments, and the level of employee engagement in any given department.
Best Practices For Organizing A 360-Degree Review For Yourself
Organizing a 360-degree review for yourself can be a valuable exercise in self-awareness and professional development. Here are some best practices to consider when organizing a 360-degree review for yourself:
Choose Your Raters Carefully
It is important to select individuals who are knowledgeable about your work and can provide constructive feedback. Choose individuals who are representative of different stakeholder groups, such as peers, subordinates, supervisors, and clients.
Provide Clear Instructions And Expectations
Clearly explain the purpose and process of the review, as well as the timeline and expectations for the raters. This can include instructions on how to complete the feedback forms, how to ensure confidentiality, and how to provide constructive feedback.
Use A Standardized Feedback Form
A standardized feedback form can help to ensure consistency and ease of comparison across raters. It can also help to ensure that the feedback provided is relevant to your work and goals. We offer a few sample report templates at the end of this article.
Ask For Both Quantitative And Qualitative Feedback
In addition to a rating scale, include open-ended questions that allow raters to provide specific examples and suggestions for improvement. This can provide valuable insights into areas of strength and areas for development.
Seek Feedback On Specific Competencies Or Skills
Choose specific competencies or skills that are relevant to your role and goals, and ask raters to provide feedback on these areas. This can help to focus the feedback and ensure that it is relevant to your professional development.
Analyze And Reflect On The Feedback
Once you have collected the feedback, take the time to analyze and reflect on it. Identify patterns and themes in the feedback, and consider how you can use this information to improve your performance and achieve your goals.
Develop An Action Plan
Based on the feedback you have received, develop an action plan to address areas for improvement and build on areas of strength. This can include setting specific goals, identifying resources or training opportunities, and seeking out mentorship or coaching.
Set The Platform For Continuous Feedback
A healthy feedback system can open the door to open feedback in the future, and an opportunity to practice continuous improvement. This type of feedback can feel intimidating, but when it is integrated into your work environment it can greatly increase your ability to be an effective leader.
Overall, a 360-degree review for yourself can be a powerful tool for professional development and growth, as long as it is conducted in a constructive and reflective manner. By following these best practices, you can ensure that the feedback you receive is valuable, relevant, and actionable.
Questions To Expect During A 360-Degree Review
The key to effective performance feedback during a 360-degree review is asking the right questions. Here are some examples of questions you might be asked during a 360-degree review (or questions you could as your own manager during a review):
- How effectively does the manager communicate with their team members?
- How well does the manager support the professional development of their team members?
- How well does the manager provide feedback and coaching to their team members?
- How well does the manager manage conflicts and resolve issues within their team?
- How effectively does the manager collaborate with other departments and stakeholders?
- How well does the manager delegate tasks and responsibilities to their team members?
- Does the manager take action to promote a healthy workplace?
- How well does the manager balance the needs of the organization with the needs of their team members?
- How well does the manager prioritize and manage their workload?
- How well does the manager make decisions and take responsibility for their outcomes?
- How well does the manager lead by example and set a positive tone for their team?
It’s important to note that the questions asked in a 360-degree review should be specific to the manager’s role and the expectations of the organization. Additionally, the questions should be phrased in a way that is constructive and non-judgmental, to encourage honest and helpful feedback.
How To Prepare For Your Own 360-Degree Review
Preparing for a 360-degree review can help you get the most out of the feedback you receive and use it to enhance your professional development. Here are some steps you can take to prepare for a 360-degree review:
Review Your Job Description And Performance Goals
Before the review, review your job description and performance goals to ensure that you have a clear understanding of the expectations for your role. This can help you to identify areas of strength and areas for improvement.
Identify Your Own Strengths And Weaknesses
Take some time to reflect on your own performance and identify your strengths and weaknesses. This can help you to prepare for feedback and develop a plan for improvement.
Choose Your Raters
Consider carefully who you want to participate in the review. Choose individuals who are knowledgeable about your work and can provide constructive feedback. You may want to include a mix of peers, subordinates, supervisors, and clients.
Communicate Clearly With Your Raters
Clearly communicate with your raters about the purpose and process of the review, as well as your expectations for feedback. Provide them with a deadline and instructions on how to provide feedback.
In order to receive honest feedback, it is a good idea to outline just how anonymous the review will be. If you have an HR team, utilize them as a third party to ensure the 360-degree feedback survey will be conducted without any direct ties back to your direct reports.
Prepare To Receive Feedback
Be open to receiving feedback, both positive and negative. Listen carefully to what your raters have to say and try to understand everyone’s different perspectives.
Analyze And Reflect On The Feedback
Once you have collected the feedback, take the time to analyze and reflect on it. Identify patterns and themes in the feedback, and consider how you can use this information to implement development plans for yourself or your team.
Develop An Action Plan
Based on the feedback you have received, develop an action plan to address areas for improvement and build on areas of strength. This can include setting specific goals, identifying resources or training opportunities, and seeking out mentorship or coaching to improve your own leadership skills.
Overall, preparing for a 360-degree review involves taking a proactive and reflective approach to your own professional development. By following these steps, you can ensure that you are prepared to receive feedback and use it to enhance your performance and achieve your goals.
How To Interpret And Use Employee Feedback
Interpreting and using the feedback given in a 360-degree review can be a complex and challenging process. Here are some steps you can take to effectively interpret and use the feedback you receive:
- Read and reflect on the feedback: Take the time to carefully read and reflect on the feedback you receive. Try to understand the perspective of the raters and consider how their feedback aligns with your own self-assessment.
- Identify patterns and themes: Look for patterns and themes in the feedback. Identify areas where you are consistently receiving positive feedback, as well as any specific area where you are consistently receiving negative feedback.
- Prioritize areas for improvement: Based on the feedback you receive, prioritize the areas where you need to improve. Identify the areas that will have the greatest impact on your performance and focus on those first.
- Develop an action plan: Develop an action plan to address the areas for improvement. Set specific goals, identify resources or training needs, and seek out mentorship or coaching.
- Follow up and monitor progress: Follow up on your action plan and monitor your progress over time. Continue to seek feedback from a wide range of people and adjust your approach as needed.
- Use the feedback to inform your professional development: Use the feedback you receive to inform your ongoing professional development. Seek out opportunities to build on your strengths, and better ways to address areas for improvement.
It is important to approach feedback with an open mind and a willingness to learn and grow. Be open to constructive criticism and use the feedback to improve your performance and achieve your goals. Remember that a 360-degree review is just one valuable tool in your professional development toolkit, and you should continue to seek out feedback and opportunities for growth over time.
Common Challenges To Avoid In A 360-Degree Review
Here are some common challenges to avoid in a 360-degree review:
- Lack of anonymity: Anonymity is a critical component of a 360-degree review. If raters do not feel that their responses will be kept confidential, they may be hesitant to provide honest and constructive feedback. Make sure that the review process is designed to protect the anonymity of the raters.
- Biases and prejudices: Bias and prejudice can undermine the credibility of the 360-degree review. To avoid this, it is important to choose raters who are objective and have a good understanding of your performance.
- Lack of preparation: Individuals should be given adequate preparation before the review process to ensure they understand the process and what is expected of them. This includes training on how to give and receive feedback, as well as how to use the results of the review to develop an action plan.
- Failure to act on feedback: One of the most significant challenges of a 360-degree review is failing to act on the feedback received. Individuals must be willing to accept the feedback they receive and develop an action plan to address areas for improvement.
- Lack of follow-up: Follow-up is critical to the success of a 360-degree review. Without proper follow-up, the feedback received may not be used effectively to drive improvement.
By addressing these common challenges, you can ensure that your 360-degree review process is effective and useful for all involved.
Free 360-Degree Review Templates
We have compiled two sample templates for conducting a 360-degree review. The first sample is for a hypothetical healthcare middle manager who has numerous direct reports, and also reports to several managers above him/her. This would be a good sample to use if you are a middle manager or manage a large team of direct reports in a larger organization.
The second sample template is for a hypothetical small business manager who manages several direct reports and reports directly to the owner of the company. This is a good reference sample for a small business manager or someone who manages several departments without the assistance of a Human Resources department.
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360-Degree Review Template For Healthcare Manager
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360-Degree Review Template For Small Business Managers