Comments on: 360 Reviews

By: 360 degree appraisal

360 degree appraisal — Mon, 19 May 2008 21:19:22 +0000

Using face to face evaluation of your 360 degree appraisal is the only real way of discovering the perceptions of others towards you in any real depth, the 360 review exposes the issues but it is up to one on one feedback to explore and challenge these issues

By: Kevin

Kevin — Fri, 06 Jul 2007 19:46:10 +0000

I really like the concept of examining your relationships with the people you work with to see how you are doing. I can only see good things resulting from 360 feedback…if it is implemented correctly. I wish more organizations would follow this practice at all levels.

I am currently reading “The Speed of Trust” and I can see how this evaluation would help you increase your trust within your organization and ultimately increase the organizations productivity.

I thought the idea of using e-mail was creative but it might be nice to do a hybrid of the two. A more comprehensive e-mail followed by a brief meeting.

By: Dan Dickson

Dan Dickson — Fri, 06 Jul 2007 15:17:10 +0000

Thanks for sharing your thoughts on this topic Joel. One of the things I love about being a leader is watching people grow. As I’ve conducted 360 degree reviews, there have been some who welcome the feedback and want to improve. Over time their scores will improve and they are recognized as a choice resource to the company.

With a 360 review, the employee isn’t receiving all their feedback from their boss. Often their peers will provide some insightful examples of how that employee is perceived.

I’ve found that the comments are extremely helpful. But once I had an employee take strong exception to one of the “critical” comments made on their 360. They wanted to retaliate against the person they thought made the comment even though the comment was made by another person.

By: Benjamin Hofmann

Benjamin Hofmann — Thu, 05 Jul 2007 18:32:03 +0000

I received 360 feedback for the first time recently. I went to some leadership training and they required feedback from my direct reports, my peers, and my boss. It was very enlightening to know if everyone else agreed with my own opinion of what I thought my strengths and weaknesses were. It was a great tool for my own development and interaction with direct reports, peers, and my boss.

I hadn’t thought to continue it every 6 months. That is a good idea.

By: Lee Falin

Lee Falin — Thu, 05 Jul 2007 11:29:14 +0000

This is definitely the correct way to do this.

I worked for a software development company once where everyone was required to give non-anoymous, written evaluations of their managers. After reviewing those evaluations the manager would then give written evaluations of their reports. Since salary changes were based on these reviews, most people weren’t too willing to give completely honest evaluations of their managers.