If you have read some of our previous articles you know discussed exactly what the 360 Assessment Method is, and how and why it is used.
In a former article we talked about the top 4 mistakes organizations make when trying the 360 Assessment Method. All of the mistakes people make with this method usually comes down to poor implementation. In that article, we discussed what those mistakes usually are, and how to avoid them.
However, when conducting this method, there are many steps along the way where you can make a mistake.
That is why, in this article, we will cover the full process. We will cover how to properly implement and conduct the 360 Assessment Method from start to finish.
This will enable you to have a roadmap in front of you, and know exactly what to do next.
So, without further ado, let’s begin.
The Process of the 360 Assessment Method
Communicating the assessment
It is very important to communicate the implementation of the 360 Assessment Method properly.
It should be clear that this is not some form of punishment, but rather a tool that will help them in their careers. You should include every stakeholder in the organization and explain the method clearly to them.
The purpose and the meaning of this assessment should be clear.
You need to explain how the testing will be done, how the surveys will be graded, what you will do with reports etc. You should also explain the objectives.
Make sure to answer any questions that any stakeholders have. By the end of this conversation, everyone should understand this method and know what will happen in the next few weeks.
The comunication of this process could last up to two weeks, until all the stakeholders are notified.
Choosing the raters
This is a crucial step in the 360 Assessment Method. You have to choose the right number of raters, so you can get enough relevant and constructive information.
You need a few people superior to the person you are evaluating, a few of their peers, and a few of the people working below them. This will give you the full picture of the person and how he is being perceived.
This part of the process should take about a week.
Sending the survey
In this step, you (or the software you are using), will send the emails with the link to the surveys.
Everyone participating in the assessment process will get the emails.
Completing the report
After the participants have finished their surveys, experts are turning the information into detailed reports.
Depending on the company and the organisational structure, some like to send the reports to the participants as soon as they make them, and other prefer to do it in person and provide some extra feedback.
Giving Feedback
Only trained people should give the participants their feedback. They should do it in a confidential and positive manner.
The feedback should be constructive and beneficial to their further development. Some HR Managers like to create a development plan for the person. Give them certain steps they can take, and for example, educational workshops they can take to develop their strengths further and minimize their shortcomings.
This is the full process of successfully implementing this method in an organization.
If you would like to simplify this whole process and even automate it, make sure to check out Best360.
That is a software that does the whole process automatically, from structuring questionnaires, to sending them and receaving feedback and in the end, making useful and detailed reports.
In 2020, there is no reason to conduct the 360 Assessment Method by yourself.
