Motivating and engaging staff is essential to creating a happy and industrious workplace.  However today’s performance management processes seem to be hindering rather than helping managers bring out the best in their employees. Around one in three UK workers think their company’s performance management process is unfair (CIPD, 2014), a waste of time, and fails to contribute to their personal career development (Badendoch and Clark, 2012). So where are they going wrong?

Like it or not, 360 feedback tools are here to stay. Not only does an all-round evaluation tool help engage employees in their own development, but anonymous multi-source feedback enhances the entire performance management process, providing more meaningful feedback and helping employees see themselves in a new light. However like traditional appraisals, if done poorly, 360 feedback can become little more than a tick-box exercise, leaving your employees feeling deflated and in search of that big break elsewhere.

For 360 feedback to be successful, your employees need to know what’s expected of them. And the sooner staff are aware of 360 practices and objectives, the better. For employees to become fully engaged in their learning and development, 360 feedback needs to become part of everyday workplace culture. Remember, actions speak louder than words, so to create the right company culture, make sure those at the top of your organisation set an example by supporting and fully participating in all 360 processes.

What really matters is how people act on the feedback they’ve received. It’s important that participants focus on turning feedback into actionable results. After completing the 360 review, encourage your employees to create personal action plans. From this, not only will you see a more engaged workforce, you’ll identify cross-organisational trends more easily and be able to direct additional development resources to where they are needed most.

The more closely aligned your processes, the more effective they will be. And this also goes for your software. The 360 review shouldn’t be viewed as a standalone process and provides far greater value when integrated with learning, performance and talent management processes.  By closely aligning your systems, you’ll see more detailed career plans with targeted learning resources to improve employee performance. And when you align 360 feedback with the characteristics of today’s dynamic, tech-savvy workplace, you’ll unlock a collaborative solution for truly optimised performance management.

The great thing about today’s 360 feedback solutions is that they enable people to collaborate, wherever they are, at any time, on any device – perfect for the agile workplace. They also streamline and simplify employee performance across different functions and geographical regions.  Make the most of all that 360 has to offer, and you’ll improve engagement, easily identify areas for improvement and make unproductive, time-consuming appraisals a thing of the past.

The time has come to move away from traditional manager-led appraisals and messy paper-based solutions to an unbiased, multi-dimensional review process which helps create better learning plans and improves employee performance.

Is it time to reassess your performance management strategy? Comment below, Tweet us @Kallidus or visit our LinkedIn page.

References
CIPD Employment Outlook Survey, Spring 2014
Badendoch and Clark Survey, November 2012

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