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How do I get everyone on board with 360 Assessments?

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How do I get everyone on board with this idea?

The best way to get anyone, from the CEO to your employees, to buy into the idea of 360-degree evaluations is for you, or someone in the human resources department, to give it a try first. Be a guinea pig and let others see how the process works, what kind of results come from the experiment, and your feedback regarding the process. This way you (or the HR representative) will be better able to explain the process and answer any questions that may arise.

Next, you can ask for volunteers from senior management to try out the process. If others see the management leaders willing to put themselves through an evaluation, they may be less skeptical.

Then ask the CEO, company president, or most visible company leader to present the idea formally to the group. Ask those who�ve already completed the process to sit on a �panel� and be available to answer questions, squelch fears, and pump up enthusiasm for the idea.

When choosing people to evaluate employees, you want to keep in mind how long the respondent has known the employee; how much contact that person has with the employee; how much that person understands the full scope of the employee�s job responsibilities; how the person works in relation to the employee (i.e. boss, mentor, friend, co-worker, team member, subordinate, client); and how well the two know each other in general. Don�t mistakenly think that you can only ask people who know the subject really well, or who aren�t already friends with the person. In fact, you want to get a variety of respondents, those who know the subject well, and those who work with the person only casually. This will give you more varied responses and a better-rounded idea of the subject.

Next Page: Who gets a copy of the 360 feedback report?

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