Introducing 360-degree appraisals requires HR to invest time and effort in training the right people to run it
This article in Personnel Today.com covers a number of areas around training for 360 Degree Appraisal.
I would add that an important part of introducing 360 Degree Feedback into an organisation is ensuring that everyone understands and buys into a culture of positive and developmental feedback.
Remember, it's not just the line manager and the appraisee who need to know what the 360 is for, and how it will be used. If the 360 is really a full appraisal up, down and across, then all levels in the organisation need to be trained, or at least briefed, in:
- what the purpose of the 360 is
- why it's important for them to be involved
- how to rate their colleague
- how to use concrete examples to support their ratings
- how to avoid the common mistakes in appraisal, such as focusing on the most recent events, focusing on negative observations and making assumptions about personality rather than observations of specific actions