Why bother with 360-degree appraisals? Gradually, over the years, the appetite for appraisals or performance development reviews has improved, and there is much more awareness of the need to make them something to approach with relish, rather than dread. Additionally, frequently there is reluctance to run a true 360-degree appraisal. Many of the available tools look too complex to apply, but are actually pretty quick to set up. It requires very little time, as there are many very good online tools which result in a much better feedback mechanism, if set up correctly, on the soft competencies, i.e., emotional intelligence, which individuals find it very hard to talk about. Individuals are much happier discussing the gaps when it is about numbers and revenue and very specific tangible results. It is often the emotional competencies that derail, and yet it's something we shy away from in reviews. What we need is clear competency framework too. In addition to the normal annual performance and development review as designed for a particular client, 360-degree appraisals tend to be very productive and fast paced, particularly in relation to soft competencies / emotional intelligence.

If you would like to discuss 360-degree reviews, competency frameworks and the mechanisms for making, 360-degree reviews work well, please do get in touch.

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