Our top New Year’s gift to you is access to creating 360-degree feedback assessments. It is the most multifaceted and customized approach for performance reviews that allows you to measure performance and inspire the growth of your team.
Managing the effectiveness of employees is an important step in the development of the company itself, and it requires not just a dialogue with a subordinate, but also an assessment of his/her competencies from a distance.
It is a chance to look at personnel performance from all possible points of view – both horizontally, through the peers assessment, and vertically – from manager and employee both ways. Select the participants, approve them in the system, create a cycle and collect the responses, which the PeopleForce system converts into convenient charts for clear and quick understanding of assessment results. We have improved and simplified the display of results since the 180-degree feedback to make it even easier to share and compare the responses.
We are very pleased that our system grows and develops progressively, and now we can offer you a demanded and useful functionality. If you are ready to test it on real company assessments, read our guide and share your impressions afterwards.
If in the 180-degree feedback you only have the opportunity to assess the employee, and he/she has the opportunity to assess himself/herself, then the 360-degree adds you two more parties to this process:
Everything starts with a list of competencies, according to the familiar plan for those who have already used the 180-degree feedback. Competencies are the professional evaluation criteria, peculiar “markers” of the employee’s work, by which it is easier to orientate his/her activity and obtain the real marks. That is, these criteria can be transferred into the quantitative index.
All assessments are based on question templates, and those, in turn, are based on the selection of competencies. You can now create a list of competencies for the company in a unified way through the Settings – PeoplePerform – Competencies.
Select the type of competence – corporate (applies to all employees of the company), job positions (only to specific job positions), department (specific departments).
From the list of competencies created in such way, it will be possible to select the ones required for such employees in this assessment cycle. On their basis, the question templates will be created.
All question templates are created as follows: Performance – Reviews – Question templates.
Click “New Question Template” and select the template type:
Select Performance – Reviews – New review cycle. Name your cycle, e.g.: Employees assessment for Q4 of 2021. In this step, you will have the access to all settings of the forthcoming assessment. Here you can choose whom you will assess.
Please note that in the “ Who will be reviewed in this cycle ” field you have great flexibility in selecting assessment subjects.
Here below you need to choose how many parties of the review will take part in it.
Decide below which templates from already created will be used for each selected party of the assessment.
Specify the required dates:
Write the text of email that the participants of such assessment cycle will see. At the bottom, you will also see the automatic count of number of participants in such cycle. Save or start the review.
If you have added a “peer” party to your assessment cycle to assess the employee, the next step is to submit and approve a list of engaged peers.
The employee shall submit those people who communicate most closely with him/her in his/her work processes. He or she shall send the proposed candidates through: Me – Performance – Reviews – current review cycle – Submit my peers. In the drop-down box, select and propose the candidates. Such list will be send to the creator of the assessment cycle for approval (if the “Mandatory peer approval” option was selected in the settings step).
The creator of the assessment cycle, through the same menu in his/her profile, approves or rejects the proposed candidates. In both cases, the employee will be notified about the decision. If the creator rejects such candidates, he/she can approve other persons at his/her discretion.
After assessment cycle is published and approved by the peers, each party shall complete the questionnaire through: Me – Performance – Reviews – current review cycle.
Please note that some questions may include a required text comment. After completing your responses, submit them; you can see your completed questionnaire in the “ My results ” section of chosen assessment cycle.
The overall progress of completion by cycle responses is available at: Performance – Reviews – Current. It is displayed in real time as a percentage.
More detailed information on the results is available by clicking on the name of desired cycle. You will see a menu, where you can see not only the percentage of responses, but also the percentage of each of the parties involved, as well as information on a particular employee, his/her manager and peers. In the “Peers” column, the peers who have already filled out their questionnaire are checked the boxes marked.
In the Competencies tab of the same menu, you can see the scores of the parties of cycle for the particular employee, the difference in responses and the average deviation in responses. The system automatically plots a comparison chart by competencies, and marks the top competencies that scored higher on average, respectively.
The 9 boxes matrix is available on the “ Insights ” tab. Here you can see information about which cell in the matrix an employee falls according to the performance and potential assessments. Track your leaders so that you can offer them new and interesting challenges in time, and monitor the employees at risk. Work diligently with them to find out the causes of burnout, the possibilities of transferring to other job positions, and working out a development plan.
While creating response templates for manager and employee, you can see the “Performance” and “Potential” competencies already included automatically. It is necessary to build the 9 boxes matrix.
The 9 boxes matrix is a method of team performance assessment, which is based on the indicators of potential and productivity. In each cycle of the survey, the system prompts the employee and manager to assess the potential and productivity for the specified period at the current job position. After the results are collected, a table of 9 blocks shall be automatically built.
Employees with high scores of potential and performance fall in the green zone of the matrix, with average scores – in the zone of key players, and with low scores – in the zone of those persons with whom you need to work and discuss the motivation.
It is a quick and convenient way to identify the A-players, who qualify for high job positions, and the B-players who need to be motivated and developed within the team.
There are several methods for assessing the employees, but the Performance Review method and its 360-degree assessment is considered the most balanced in terms of time spent, performance, speed of response and objectivity of the assessment.
You can check this out for yourself by quickly and conveniently assessment of your employees in our system, flexibly setting up a sample for assessment and getting the results in a short time, which immediately allows you to discuss the difference in the responses, to think about relevant action plan and goals for the next period for particular employee.
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