Performance Reviews that Produce Results

The 360° performance review process gathers feedback from multiple constituencies. Every management team I know that has implemented one whines and moans about how painful and time-intensive the process is. Then again, every single group that has gone through that agony more than once asserts that the feedback is superior to traditional top-down, one-on-one job reviews.

We can help you solve this conundrum!

This Report will identify the “High Pressure” points in your organization – the consistent unbalanced thought processes that are sabotaging your efforts – and balanced thought processes that may not be fully optimized.

Problem

The limitation of traditional performance reviews is that the employee only receives feedback from one person: his or her manager/supervisor. It does not include what other people think about the person's performance. Nor does it measure the employee’s thought processes.

Solution

The 6 Advisors 360° Performance Review

This tool solicits online feedback about an employee from a wide variety of sources in addition to his or her manager. This might include coworkers, direct reports, people in other departments, client peers, client managers and corporate support staff who interact with the person. The result is that the person gets a much more accurate and inclusive picture.

Summary

The 360° performance assessment:

• can help your employees see themselves in an entirely new light,
• can assist them in gaining consensus about what they are doing right and what they still need to improve,
• gain an understanding of the thought processes that are causing their behaviors.

This is not simply a report of the observations of their behavior, but a measurement and understanding of the reasons why they might perform and act in the manner that they do.

This process can also help you as the leader effectively communicate the corporate strategy and vision to your team.

P.S. Don’t forget to perform this review on the executives of your organization, too! Typically, as individuals advance to the management and executive levels, development feedback becomes increasingly important yet, more infrequent and less reliable. Subordinates may choose to tell you what they think you want to hear instead of what they really think. Many executives plateau in critical interpersonal and leadership skills because of the lack of constructive feedback that would help them grow. Don’t let that happen in your organization!!