This job aid is designed specifically to help leaders and employees have strong and productive development discussions after a 360-degree assessment process. It is organized into three phases related to these development discussions: preparing for the discussion, having the meeting, and following-up after the meeting. The following sections are organized according to these phases.
This Leader’s Guide is designed specifically to help leaders and employees have strong and productive development discussions, across time and on single occasions. Having these kinds of discussions help to ensure that the leader knows what is important to the employee’s engagement and feeling valued by the organization. They also help to ensure leaders and employees have the information they need to explore various career directions and opportunities for employees.
It is well understood that 360 feedback provides an individual with the insight to build skills and add value to the organization, but what benefit can an organization derive from the broad use of 360 feedback?
Multi-rater or 360-degree assessment is a type of assessment that provides a 360-degree perspective for the person being assessed. The perspectives typically included are: self, managers, peers, direct reports, and others (often customers, for example). Feedback is collected from all of these perspectives regarding a person’s effectiveness related to various competencies and behaviors. All of this information is collated into a report that gives a person a 360-degree view of how others perceive their effectiveness in the competencies and behaviors assessed.
When multi-rater or 360-degree assessments are implemented in an organization, often the company will evaluate and compare a number of 360 assessments and assessment partners. The following is a list of criteria to consider when comparing and contrasting options for 360 assessments and assessment partners:
The use of assessments in companies today is a very common practice. Having assessment strategies and standards that guide companies in their assessment practices is not.
Examples of the frequent use of assessments in organizations today include:
In our last article, titled, “Assessment Strategies and Standards: Ten Best Practices for Companies,” posted February 8, 2022, we discussed the following best practice: Ensure the validity and reliability of assessments used for employment decisions.
We noted the following about this best practice:
There are thousands of tests/assessments on the market today, and almost every test developer/publisher will say that their test is valid and reliable.