In this corner, with a record of effectively
improving career development and job performance —supported by detailed
feedback from managers as well as colleagues — we have 360 degree performance reviews.
In the opposite corner, with a
proven record of improving efficiency — supported through lean staffing and related
Six Sigma models, downsizing as a result of the recent recession, and the rise
of the mobile-
The contradiction seems obvious. By
definition, 360 degree performance assessments take into
account feedback from co-workers, colleagues, and managers. Some 360 reviews
even include customers. Regardless of the scope and level of detail they dive
into, an effective 360 feedback solution is among the most important
investments an organization can make in enhancing career development.
Yet
more and more employees and managers are working as a team of one. They perform
solo. They work remotely — at home or in offices — away from company headquarters
or regional offices. They may have no structured group of peers, subordinates,
or managers with whom they have routine contact or who regularly see them
perform their jobs.
All
of that said, to paraphrase the famous line of poetry, no person is an island.
Everyone can benefit from the 360 review process, even those in your
organization who don’t have
a ready list of raters.
Here are some tips for effectively
applying 360 performance reviews to a team of one, for both the “single worker”
and the managers or executives responsible for their development:
· Think about the relationships
that the solo employee has, even though they may not be on the traditional
organization chart, and build a team of raters that way. These might include
business partners, suppliers and vendors, and customers.
· Then cast a wider
net to capture feedback from as many other sources as you can. Maybe there are
indirect connections the employee has in your organization, people they rely
upon for HR or administrative support, for example.
· Set the stage early
to invite this wider, nontraditional network of potential raters into the
system. A fully featured 360 feedback solution like the one offered by Reviewsnap includes unlimited anonymous surveys,
allowing for numerous reviews, with automatic notifications that act as
reminders for upcoming or past-due surveys.
· Understand how the nontraditional
outside perspectives can have an impact on the employee’s development moving
forward.
· Be sure to stress
the confidential nature of the 360 review process, especially for people who
are new to the process or may be outside of the employee’s standard reporting line.
· Regardless of who
information comes from, avoid vague conclusions; use a proven statistical
method to ensure the integrity of your assessments.
The bottom line is that unless yours is a sole-proprietor
business with no employees and no managers or directors other than the owner, anyone
can benefit from 360 degree feedback. It’s all a matter of how you get there.
