Too many companies don’t take the 360-degree feedback process seriously enough. Often it goes like this: After shopping around and deciding on a 360-degree feedback instrument, talent professionals administer it to the colleagues of each participant. After aggregating the data, those same professionals send a summary report to the leader, who then reads through the report with some interest and puts it away. Sometimes, it’s never discussed again.
What Makes a 360-Degree Review Successful?
It has to start with buy-in from the top.
December 23, 2020
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Summary.
Companies have continued to use the 360-degree process throughout the years because it works. But for it to be worthwhile, the process has to be implemented in a way that engages leaders so they are compelled and motivated to become better at their job. When they learn through the feedback whether others’ perceptions of them are different than their own, identify a weakness to fix or a strength to build, and understand how their leadership is affecting the productivity and engagement of their direct reports, they can use – and act on – that information, to improve themselves and the company in the process.
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New!
HBR Learning
HBR Learning
Performance Appraisal Course
Accelerate your career with Harvard ManageMentor®. HBR Learning’s online leadership training helps you hone your skills with courses like Performance Appraisal. Earn badges to share on LinkedIn and your resume. Access more than 40 courses trusted by Fortune 500 companies.
Take the pain out of employee reviews.