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It is more likely that an effective approach to the instigation of 360 would be 3-4 measurements: (1) Not Effective, ( 2) Marginally Effective, (3) Effective, and (4) Very Effective. This would allow the tool to be an open dialog and learning opportunity.
Part 4 -- the 360 approach does not mean every single person in an organization supplies feedback for every single person. The most effective manner for this initial rollout would be to analyze the function and ask for appropriate feedback from the most local group (employee, supervisor, 1-2 peers, cross functional team member, etc.). Simms should provide evaluations and feedback for her direct reports, but, should encourage comments to flow up the chain so that she has a broader base from which to understand. For instance, all employees could have a section in which they evaluate Simms with a few tangible examples of their view. This would flow up through her direct reports.
Part 5 -- Much like cross-tabulating market research, feedback could be handled on a large spreadsheet performance matrix. If Department X has 10 employees, 1 manager, the spreadsheet for X would have columns delineating 1-4 rating with spaces for comments, including the employee themselves. Then this form would be part of the manager's file, etc. Once all the data was...
Feedback should additionally be published and a pamphlet be made available to the employee; most especially as a set of talking points for any future evaluations. For Sims, once the data is tabulated and she has time to review it, an all employee meeting might be advisable in which she outlined some of the major trends via a presentation, and told the staff what her ideas were to move forward.
Part 6 -- in order to continue with the positive operations of the plant, it should be clearly understood that the 360-assessment is a tool for use at all levels, from the individual to the plant manager. It is not an excuse for derogatory feedback, but to help individuals understand how their own performance impacts and is perceived by others. This can be most effectively accomplished by Sims meeting with her direct reports and a representative from the company undertaking the study to train how to communicate what the study is about, and the most effective ways to use it. It will all come down to perception about the new tool, and that can be handled if each manager is on board with the reasons for the study, what will happen after the study,…
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