Top 10 Items to Communicate to Employees for 360 Degree Feedback Success

Written by Explorance.

Communication is crucial for the success of a 360 degree feedback process in any organization. It is necessary that you communicate to employees before, during and after the 360 review implementation.

As we outlined in a previous post, your company may encounter some employee resistance to the process. Employees may not be receptive to 360 reviews for a variety of reasons from misunderstanding the purpose to distrusting management. To ensure the success of your 360 clearly communicate the below points to your employees.

What you need to communicate, communicate, communicate!

  1. Confidentiality:

    You need to clearly communicate in all materials and conversations that the results obtained in the 360 review will remain confidential. Employees will be more likely to participate in the process once confidentiality is assured from top management.

  2. Privacy issues:

    If the feedback obtained in the process is shared with certain employees (managers, Human Resources, coaches, etc.) you should disclose this at the outset. Let employees know who will see the data and for what purpose.

  3. Voluntary participation:

    Communicate to employees that the 360 reviews in your organization are voluntary. To increase participation stress the employee benefits in all communication materials. Making employee participation voluntary will add credibility and trust for the process.

  4. Non-appraisal:

    Clearly indicate to employees that the 360 review is not being utilized for performance assessments to avoid a negative impact. It is critical that you convey that the results obtained will not be used for compensation purposes.

  5. Purpose:

    As we’ve mentioned several times, it is important to announce the purpose of the 360 degree feedback process. Let your employees know why the process is being implemented and how the results will be used. You need to indicate the value to be gained from performing 360 reviews for the organization and for employees in particular.

  6. Development:

    Make employees aware that the process and results are being used for development purposes. This is a great way to showcase the company’s commitment to its employees and its dedication to development and learning. Point out that employees will receive a personalized development plan and what kinds of training opportunities will be made available.

  7. Expectations:

    It is important to set employee expectations at the outset of the 360 process. Let employees know what you expect from them and what they have to do in order to participate in the process. If you require them to perform a self-assessment, let them know why you are asking them to do so.

  8. Training:

    You need to let your employees know that they, as well as the raters, will receive the necessary training to effectively participate in the 360 process. Communicate that the training will provide information on how to select raters, how to interpret results, how to receive feedback, etc.

  9. Timeline:

    Announce to employees the timeline of the 360 process. Communicate the important deadlines and milestones involved, for example, when all rater feedback is to be completed, etc. Making participants aware of the schedule will keep them, and all stakeholders, on track. Providing the timeline upfront also ensures that employees feel a part of the 360 process.

  10. Contact:

    It is crucial that you let employees know who they can contact if they have any questions about the 360 process. Provide an open-line of communication with a designated 360 administrator so that any issues can be addressed.

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