360 survey processYou’ve decided to run a 360 survey. You want to comprehensively evaluate the performance of your employees and your management team. You’ve found the survey option that suits you. All you have to do now is set it up and send it out, right? Not quite. There’s more to a 360 survey than that, especially if you want to get the most out of it.

Plan

Having a clear plan before you begin your 360 survey process is vital. What do you want to get out of the process? What are you trying to learn? If you don’t know why you’re doing it, you won’t get anything out of it and your employees will be oblivious to the purpose of the survey.

Don’t Use it to Defer

A 360 survey isn’t a magical cure-all; it won’t make a bad employee into a good one. If you have an employee that is not pulling their weight, you will have to tell them. Don’t use the 360 survey as a way of getting out of telling an employee how it is.

Communication Breakdown

Tell your employees why you’re doing the 360 survey and what it is. Clear communication with your employees means they’re more likely to understand and accept the 360 process.

360 Confidential

Guaranteeing absolute anonymity means your employees are more likely to provide you with open and honest 360 survey results. When you inform your employees of the 360 survey, you need to be able to guarantee them anonymity. Let them know what parts of the survey will be anonymous and how the data will be presented, so they can be sure the information they provide is confidential.

Make the Commitment

Once you’ve chosen to conduct a 360 survey don’t back out of it at the first sign of trouble. If there’s a complaint about one aspect of the process this doesn’t mean the whole thing is compromised. Communicate with your employees and form a clear plan so you can create a 360 survey that you can get the most out of.

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