What is a 360-degree review that combines manager, report and peer feedback, how do you design one and how does it support employee development? A primer.
In a classic performance review an employee is rated only by their manager. A 360-degree review gathers feedback from several directions: the manager, direct reports and peers. This reduces the limits of a single point of view and shows behaviour across different working relationships.
Advantages
- Reduces dependence on a single point of view.
- Surfaces competency gaps more clearly, especially in behavioural areas such as communication and teamwork.
- Grounds development and training plans in concrete data.
How to design it
Define competencies and questions
Express each competency as observable behaviour statements. Negatively worded questions can be used too; HibritİK reverse-scores them.
Set relationship weights
The impact of manager, report and peer assessments on the total score is set per period. For a deeper look, read our post on weighting and anonymity.
Run the process digitally
Evaluators complete their forms on the web or mobile, and evaluator names can be hidden. Results are combined with responsibility and target scores in the weighted success report.
Common mistakes
- Overloading the form with too many competencies and questions; short, focused forms get more honest answers.
- Leaving results as bare scores without linking them to a development conversation.
360 degrees with HibritİK
The Performance Management module brings responsibility, competency and target reviews into one period. See the 360-degree evaluation feature page and start your 14-day free trial.