The 360-Degree Performance Review |
The 360-Degree Performance Review |

I’m David Ciccarelli, the CEO of Now, many of you have
probably gone for performance review before sometimes they’re referred to as “the
dreaded Annual Performance Review” where once a year your entire performance
is evaluated – did you do a great job in the last 365 days? You just kind of
sit there passively and your manager lets you know how they viewed your
performance to be. Now I found that to be a very inefficient
and ineffective way to be able to coach people along the way
because meeting somebody just once a year and
having that in-depth discussion on areas of improvement, maybe highlighting and identifying what some of those weaknesses are and then how to overcome them – waiting a year is just simply too long. So new approach to the antiquated
performance review that we’re taking here at and one that many organizations are also
employing is called the 360-degree Performance Review So before even considering a performance
review and how to roll that out let’s start with the performance
measures themselves. Now at people are organized into
departments just like they probably are in your organization as well. So we have
departments for Marketing and Sales, Customer Service, Finance, Technology, Research and
Development and so forth. Every department has department goals
and individuals have their own personal performance metrics that they need to
hit so sales is an obvious one often referred to as “sales quotas” or “sales targets”. Customer Service representatives also
have Customer Satisfaction Score targets or Response Time targets. Anyone in your
organization can have a personal performance metric and I would encourage leaders to come up
with those metrics so people can truly know if they’re doing a great job. By
communicating how everyone’s measured individually and how their performance impacts the
greater good of the organization, just creates a sense of clarity and
purpose for all the individual team members
within your organization. Then, when it comes time to doing a
quarterly Performance Review, or even a weekly check-in, everyone will
know where they stand and what they need to do to ramp up
their per personal performance and how they’re contributing to the
overall organization. As Managers and Leaders within organizations you’re also likely responsible for a Team, so how do you gain insight into knowing if your team members are contributing in
your meeting your department targets and ultimately your overall company
targets? Well you’ve identified individual performance metrics but now
you need to make that actionable and visible to all the individuals on your team. One
of the ways that we’ve been able to do so is through personal performance dashboards so this
is a visual indicator, if you will, where people can
see if they’re on track for hitting targets. Now I talked about the 360-degree
performance review so let me kind of break that down into a couple different parts The first one is a self-assessment – this
gives an individual within your organization the opportunity to rate
themselves on how well they’re doing against their targets and also identify
areas improvements or goals for the upcoming quarter.
There’s also what we refer to as a Peer Review. Now this is a bit of a different concept
it’s where peers and people in similar jobs and positions within your organization
get to actually review each other. Once the individuals rated themselves and
they’ve gotten peer feedback next up is what we call an Upward Review. An Upward Review is an opportunity for an individual to
rate their manager and that is then seen by Senior Level
Management within the organization. Is their Manager accessible? Are they communicating well? Are they
tracking my time in the office and time-off appropriately?
Are they addressing my needs? Are they giving me career and growing opportunities? To finish off the 360 would be the
Manager’s Review. Now this is probably the stereotypical performance review that
you’re familiar with but we’ve been able to round it out by
getting the perspectives from other people within the organization. So by doing a 360-degree Performance
Review you now have multiple views on how that individual is doing from
different perspective of people within your company. In addition to the Self-Assessment, the
Peer Review, the Upward Review and the Management Review is the opportunity for recognition. Here at we use a social performance management application
called is a product of Salesforce.
People at can give badges of recognition to others on the team, their peers, their
managers, or even people in other departments – these are the rewards and
recognitions other people spotted you doing a job well done. It’s often hard to remember those in the
moment but having this audit trail, this history of virtual kudos – pats on the back, if
you will – from your team members certainly goes a long way in
identifying and and highlighting all the great work that
you’ve been doing within your organization. Once you’ve made a
commitment to revamp your performance review process, you’re gonna want to ensure that everybody
on your team gets the same level of training. It’s important that there’s clear communication
that everyone knows how they’re going to be measured in
terms of the performance but also what to expect during the quarterly sit-downs. Now that you’ve trained up all your
current staff on your new performance review process you want to consider building that same
training into the on-boarding or initial training for new people joining
your company. It’d be good for them to know how their
performance is going to be measured in the upcoming quarters and years. Everybody wants to be
successful – individually, as a team, or even your whole company.
So the best way that you can do that is being clear about what the company goals
are how individuals are contributing to
those goals and then tracking progress along the way. Performance reviews should really be
seen as an opportunity to align everyone’s individual goals along with the overall company
objectives. Now go out there — I know you can do it!

3 thoughts on “The 360-Degree Performance Review |”

  1. Howard Ellison says:

    Ah!  Well done, Voicesdotcom.  Only the very best companies find the courage to walk the talk of Upward Review.

  2. Michael's ML&ATG says:

    Thanks David. This is a very inciteful & motivating talk.

  3. Edit name says:

    In England we call them the annual bollocking

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