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Implement 360 degree appraisals in seven steps to motivate employees to be more productive in 2015

by , 10 December 2014
Every employer wants hard working employees.

And the reason is simple: When employees work hard, the company's bottom line improves.

But the reality is most employers struggle to get their employees to be more useful because they use ineffective methods when reviewing their performance.

The good news is you don't have to face the same struggle.

Just implement 360 degree appraisals. They allow you to get accurate feedback from your employee's co-workers and managers. And they motivate employees to work harder.

Here are seven steps you must follow to implement them.


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Seven steps to implement 360 degree appraisals
 

Step 1: Set out your objective
 
You have to identify the assessment objective before you use 360 degree appraisals, says Devang Jhaveri, human resources author and owner of the Global Manager Group.
 
The objective is the reference point that guides the assessment, he says.
 
Your objective could, for example, be to use the results to motivate your employees to work harder.
 
Step 2: Plan how to administer the process
 
Once you have a clear objective, figure out how to reach the people who will take part.

In this article, experts behind the Practical Guide to Human Resources Management explain that when it comes to 360 degree appraisals, people who can give you feedback include:
 
  • Your employee;
  • You, his manager;
  • Staff who report to your employee;
  • His peers, team members; and
  • Customers or suppliers.
 
You can, for example, decide to reach these people by getting feedback from them electronically. You can send questions via email or put questionnaires on your Intranet.

If you don't like this method, you can print questions for them to complete.
 
#3: Design the assessment
 
Put down the questions you want to ask about an employees' performance.
 
Remember to ask questions that will allow people to express their views.
 
#4: Communicate
 
You have to tell your employees and those who will take part about 360 degree appraisals.
 
They need to understand why you're using this assessment method. They need to know how it works, how they fit in, what they must do and when.
 
 
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#5: Compile and analyse responses
 
You need to plan how to gather and analyse all responses. You can, for example, use graphs or a spreadsheet to do this.
 
The important thing is you must take everyone's feedback into account.
 
#6: Communicate the results
 
You need to give your employees feedback.
 
For example, you can decide to have one-on-one meetings with each of your employees.
 
You also need to make sure there's a balance when you give feedback. You must mix the positives with the negatives.
 
#7: Act on the results
 
All this hard work mustn't be for nothing.
 
In the end, you must act on the results. You can use the outcomes to motivate your employees to work harder. You can also use them to help your employees grow in their careers.
 
If your employees know there's room for career growth in the company, they'll work hard and stick with your company.
 
Bottom line: You can't just jump into using 360 degree appraisals. 'Successful 360 degree appraisals require planning and a commitment from everyone involved,' says Jhaveri.
 
This commitment and planning will help you in your efforts to motivate employees.
 
So make sure you use these seven steps to implement them so you can motivate your employees to be more productive in 2015.
 
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