When planning one-to-ones, appraisals or reviews, it’s important to have an organised and structured approach to the questions you ask and the feedback you provide. As appraisals and reviews are regularly set to improve the performance and development of your employees, you’ll need to have some structure and be prepared.
In preparation for these meetings, you may like to onboard 360 feedback, meaning that feedback is gathered from multiple sources in order to get a better idea of how employees are getting on in their role. This could be asking supervisors, managers, colleagues, peers and other members to provide additional information and their perspective to build a holistic overview of performance. This feedback is an effective way to gain insights into how the role of an employee impacts the rest of the organisation.
Of course, gathering 360 feedback can be messy and involve unnecessary paperwork, and 360 feedback alone isn’t enough. With that being said, using a customisable 360 appraisal incorporated into a broader performance management process helps it to become a highly effective development tool where all gathered information can be collated and kept in one place.