The Complete Guide to 360 Appraisal System and Leadership Development

Thursday, 11 November 2018

360 Appraisal System Many HR professionals are intimidated by delivering board and executive appraisals or gathering internal feedback for top leadership, the pressure of to provide insights and solutions that will be perceived as constructive, relevant and brings business value is very high. We at CR Systems, having worked with all types of coaching consultancies and talent development firms, pride ourselves in delivering an evidence based 360 appraisal system that has proven to be effective and powerful for measuring and developing leadership behaviours and improving workplace culture.

In this blog post, we aim to break down the full process as well as the logic and rationale behind conducting a professional 360 Degree Feedbacks. We dive into the tied benefits in monitoring personal development and fostering growth and success.

What is a 360 Review?

The main blind spot for many organisations that rely on supervisors routinely churning out annual or bi-annual reviews is the lack of transparency. These feedbacks can not be effective as it is only from the perspective of the manager. When the individual is not fully understood it greatly harms the motivation to act upon the feedbacks.

Gathering different aspects of feedback is vital to monitor performance and establish employee engagement. 360 Appraisals are designed to reveal the opinions and observations from all touch points of an individual. By obtaining the full picture, the information speaks weight and builds bridges for honest communication and personal development.

360 Feedback also breaks away from traditional reviewing systems in its usage purpose. Typically, a standard appraisal review focuses on the employees’ level of success or failure in their current job role and doesn’t provide proactive feedback for change. To set the right tone throughout this article, 360 appraisal systems are not designed to function as regular performance reviews. CR Systems 360 degree feedback though is a flexible system, it is designed to help people develop business and interpersonal skills. The final aim of the appraisal process focuses on three key pieces of information:

  • Identify a starting point for development of skills
  • Measures progress of skills over time
  • Highlight gaps of expectation in behaviour and report upon that

CR Systems have designed the 360 Feedback software as the tool to help HR professionals gather, manage and report upon the subject’s development. This appraisal system delivers intuitive yet sophisticated reports.  While standard reviews focus on the productivity of an employee, a 360 review is about the employee themselves, their way of doing things and interpersonal skill set. This means the 360 appraisal system is more user focused and provides greater motivation for development opportunities.

Combined Feedback for More Insightful Behavioural Development

360 appraisal system combines the perspective of managers, fellow colleagues, subordinates and self. The feedback topics cover communications, management ability, personal commitment skills, moral rigour and so much more. All the participants will complete the same set of questionnaire with both quantitative and qualitative responses. The reviewers are always made anonymous. The 360 degree feedback report will present comparisons of scores from each relation group, pin pointing the skills and behaviours of the subject, moreover, analysing the hidden weaknesses, leadership potential, blind spots and true value and team impact.

The goal is for them to provide feedback that will help the employee and managers focus and improve their long-term career development. This combined perspective offers a more representative feedback response (instead of getting only the manager’s point of view), creating a more transparent reporting for the employee about their behaviour, impact, and skills.

That overarching perspective is valuable enough alone to implement changes, but a comprehensive 360 degree review report will be able to exhibit what areas of development will be most significant and effective, and explain development guidelines, timescales and how to evaluate the changes. The software provides a gap analysis that highlights both an overview and specific efforts of their previous and current development progress.

Why is 360 Appraisal different from other appraisal systems

Because 360 appraisals use multiple angles to dive into the foundation of each individual’s thought process, skills and behaviours, it is able to harness a raw but honest and powerful guideline for development.

Leadership, communication, vision, and team work are amongst a few key skills that get over talked about in a HR world, but hardly ever do hear about solutions to flourish these skills. While change is always difficult, to be able to measure the progress of change and timely correct the advancement is what many coaches desire to achieve. With 360 feedback system, the what, where, who and how are all laid before the eyes. And regular reviews will further unfold development success or issues.

The Limits of 360 Feedback


Don’t have time for 360 Degree feedbacks?

Measuring skills and behaviours can be time consuming and difficult. Many HR departments and consultants tends to focus on the easy and quick wins, they consider 360 appraisals to be too much of a hassle. But that is no longer the case.

With a huge library of competencies, behaviours and skills statements accumulated and filtered throughout CR Systems 20 years of running, HR professionals can design questionnaires according to the needs of their subjects easily. The software is online based, auto saves, sends reminder emails and even allows multiple subjects to be scored simultaneously, removing the inconvenience and limitation of location and time.

360 Degree feedback system makes everyone an enemy?

360 Feedback is advised to be prepared and delivered carefully by a professional and fair training coach or consultant. It is important to understand the purpose of the review is not to pick on the subject or to find faults. The whole company or organisation needs to be on the same page about supporting the learning and development goals. The role of the 360 appraisal instructor needs to ensure the feedbacks are seen as a way to uncover gaps in knowledge and outline improvements for those skills. Once implemented, your 360 appraisal system needs participation from everyone involved, including top level organisational managers, supervisors and fellow colleagues. Without the buy in and participation from the whole organisation, 360 feedback processes can be difficult to integrate into any company’s culture.

To help the coaches and consultants make sure the environment is suitable for honest feedbacking, we have introduced Behave! – a six steps module to evaluate the relationship of employees and the planning of the 360 appraisal procedure. The whole process still requires support from all managers and colleagues in order to excel through development processes.

A 360 degree survey shouldn’t replace normal frequent conversations. As a manger, if you have a performance issue, you should raise it immediately and solve the issue, instead of waiting for the report.

One of the hardest elements of 360 reviews that organisations fail to understand the power of the individual. It is only the individual that can take the feedback and do something constructive with it.

Is 360 Degree Feedback Right For My Organisation?

360 appraisal systems are available to all HR professionals, consultants and manager. If you want to develop your people and grow your organisation efficiently then this is the right tool for you. Take a look at our 360 product tour for more information on understanding 360 feedback.

Contact our friendly staff today for a free consultation, with no commitment! Our trained consultants can go through the detail and specific needs of your project with you over the phone.

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