What is 360-degree evaluation and what benefits does it bring to your company?

In companies, it is important to evaluate the work team, this is because the

the success of the organization is largely based on the performance of the
people, and as long as it is measured and monitored, it will be possible to make decisions
and undertake actions aimed at achieving better results in productivity
from the company.

Managementand performance evaluationthey are two complex functions that everyone

managers must do with their team; mainly, because it is
rating human beings with emotions, perceptions, and life experiences
as diverse as valid.
.
What is 360-degree feedback?
It is a human talent management tool that consists of an evaluation
integral used to measure the competencies of collaborators in a
company. This evaluation is based on the relationships that the employee has, in such a way
such a way that feedback is a key factor in evaluating performance of
the workers, the teams, and the organizations in which they are found.
This report is obtained from the evaluation made of him by his peers,
subordinates, supervisors, direct bosses, internal clients, and external clients. They
based on the behaviors and skills that the person has in their environment
professional. This allows identifying the strengths that the evaluated individual has when carrying
to carry out their work activities to strengthen them and their areas of opportunity to
work on them and thus, in this way raise their level of competitiveness and
productivity.
What is the purpose of 360-degree evaluation?
Also known as "Comprehensive Evaluation", performance assessment
360 degrees is a tool of grain utility for to measure
the competenciesbehavioral conduct of collaborators obtaining feedback
of their performance in the key competencies required for the position.
Some of the main uses of this evaluation in companies are
the following:
.
Measure the performance of human talent.
Evaluate the competencies.
Design learning and development programs.
Serve as a basis for implementing career and succession plans.
.
The purpose of the 360-degree performance evaluation is to provide the employee
feedback to improve their performance and behavior in a way
more objective by having different points of view and perspectives that come
desde jefes, compañeros, subordinados, clientes internos, etc.

It is also important to mention that it must be included in the process a

self-assessment since this allows the person introspection and visualization
of their performance. In this way, by having the evaluator's own perspective
and the feedback from others helps to maintain a balance and the greatest
possible objectivity.

Benefits of 360-degree evaluation

This management tool provides both your organization and your team with
multiple advantages work that will be reflected in organizational growth
and an improvement in the performance of your human talent. Some of the benefits
obtained by evaluating your personnel through this methodology are:
.
Obtain information about each team member from different perspectives,
with which more reliable information is obtained.
Reduce the prejudices and biases that may arise during evaluation.
it depends on a single person.
Promote teamwork and collaboration in such a way that colleagues
they know each other and constructive criticism is given.

Identify the strengths and areas of opportunity of your collaborators regarding

their competencies.

Encourage your employees to know, identify with, and live the mission, vision
company values.

Improve the perception of equity, transparency, and justice in the processes of

evaluation.

Identify the development needs of the collaborators for decision making.

strategic decisions in talent management.

Provide constructive and totally anonymous feedback.

.
It is very important that when conducting this evaluation, employees can trust in
that their contributions are completely confidential both when they act as
assessor as when they are evaluated. If you convey confidence in the process.
there are more chances that the implementation will be a success and have the
expected results.
.
The evaluation 360-degree performanceit will be a very useful tool for the
development of the competencies of your work team as long as it has been
designed with the expected behaviors and competencies in mind
the organization, in this way you will be ensuring that such behaviors
They will be the ones required to achieve the stipulated organizational goals.
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[Link]
contribute-to-your-company

What is it for?
The 360-degree evaluation, also known as comprehensive evaluation, is a
tool increasingly used by modern organizations.

The main uses of 360-degree evaluation are as follows:

• Measure the Performance del personal.
• Measure the Competencies.
Design Development Programs.
The 360-degree evaluation aims to give employees a perspective of their
I perform as appropriately as possible by obtaining contributions from all angles.
Bosses, companions, subordinates, clients interns, etc.
The purpose of applying the 360-degree evaluation is to provide the employee with
feedback needed to take measures to improve your performance,
their behavior or both, and provide management with the necessary information to make
decisions in the future.

The objectives of conducting a 360-degree evaluation are:

1. Know the performance of each of the evaluated according to different
competencies required by the organization and the particular position.
2. Detectar áreas de oportunidad del individuo, del equipo y/o de la organización.
3. Carry out precise actions to improve staff performance and, therefore,
the organization.

The true objective of 360º evaluations is the development of people.

The 360-degree evaluation will be a good tool for development.
staff competencies, as long as it has been designed based on the
expected behaviors for the particular organization. In this way they will be
the behaviors necessary to achieve the desired goals.

The process does not conclude when the results are presented, nor after their
reading and analysis. The person must incorporate, understand the scope, and accept the
results of the evaluation received. Then, reflect to later address
concrete actions to improve what requires it. For the organization and
For the individual, it presupposes no achievement if it is not accompanied by a plan of action.
concrete for develop the competencies.

The validity of the 360-degree evaluation will depend on its design, on the
what is desired to be measured, regarding the consistency of the evaluation groups and of the
elimination of sources of error.

2. How is it made?
A) Preparation
It is very important that this process is made known in a strategic manner and
careful a the organization a de:
through
• Clearly explain that the purpose of using this feedback process
360 degrees is to contribute to the development of the individuals who collaborate.
in the organization.
• Emphasize about the confidentiality del process.
• Ensure employees that the results of the process will not be used for
to exercise disciplinary measures.
• Train those who will participate in the process about the purpose, formats to
use and the roles to be performed.
B) Preparation del Format
For this purpose, the information is provided to create a format of
feedback according to the needs of your organization (see section
[Link]
I. It will be necessary to form a committee to develop the format if it is for the
organization as a whole or the formats if it involves one or more departments
specific.
II. The committee will identify, through the information provided by the
potential evaluators, 3 to 5 critical success factors. For example, for a
organization of service the factors critics they can to be
• Approach to User
• Work in Team
• Initiative
• Performance
• Efficiency
• Speed / Speed
• Value
• Added
• Trust y Honesty
• Punctuality
• Commitment y Responsibility
These success factors are essential for an employee to be a member who
contribute effectively in the organization or in a specific department.
For each success factor, 4 to 5 specific descriptions are generated.
behavior expected.
The success factors and the descriptions of the expected behavior are
they are incorporated into the grading format.
C) Driving the Evaluations
The people who will receive 360º feedback will select the
evaluators who will provide such feedback. These evaluators must
include the immediate supervisor, colleagues from the same work group, and peers
from other departments or work groups. The evaluators must
selecting oneself keeping in mind that what is required is deep information and
Objective. The immediate supervisor may suggest additional evaluators.
The evaluators will be notified that they will participate in the evaluation process.
of a certain employee and the format will be sent to them electronically or on paper.
Before grading, the evaluators must receive guidance to know how to
it will carry out the process and what its objective is and thus, avoid Halo effects (all the
high grades) or central tendency effects (All factors are rated
in the media).
• The evaluators they will fill the format of evaluation.
The evaluators will return the form to the person indicated to them so that
table the data. This person should be a neutral element within this.
process and will be selected by the leader of the 360-degree evaluation project.

[Link]

What is the 360º evaluation in Human Resources?

We are in the time of year when many companies are immersed in the
evaluation of the performance of your human capital. Therefore, I want to dedicate this
I am going to talk to you about an effective human talent management tool that...
 used very frequently in companies to evaluate in a comprehensive way
the competencies of the staff.

This tool is called 360º or comprehensive evaluation because it covers the

perception of a worker's performance by colleagues, subordinates,
supervisors, direct bosses, internal clients and external clients, which allows
identify the strengths and weaknesses of the worker from various angles in front of
the competencies and skills that the company has defined as fundamental
for the performance of a position.
Table of Contents
Advantages
1st Preparation
2nd Communication and Awareness
3rd Evaluation Process
4th Data collection and synthesizing information
5th Feedback
6th Development and training plans for the evaluated
Advantages
Some of the advantages we can highlight of this management tool
talents are:
It is a comprehensive assessment that provides us with information from different perspectives with
what is obtained is more reliable information.
The greater information obtained leads us to eliminate many prejudices, biases and
subjectivities that offer other techniques.
Encourages communication and collaboration among work teams.
It serves to identify competencies, strengths, and weaknesses among the members of
a team.
Identify the training, development, and promotion needs of the workers.
Their greatest achievement is providing the worker with the necessary constructive feedback.
to improve their performance and behavior in the most objective way possible
what is counting on different points of view and perspectives.
For all these advantages to exist, it is necessary for the comprehensive evaluation to
carry out considering the following steps or stages:
1st Preparation
Before carrying out this evaluation, it is necessary to define: the job competencies.
that will be taken into account, the evaluation formats, the evaluators, the
calendar and all those aspects necessary to implement the evaluation.
2nd Communication and Awareness
It is very important for evaluators and those being evaluated to understand the process and the
benefits that evaluation brings to the organization, emphasizing the
the ultimate goal of the evaluation which is none other than the improvement in competitiveness and
productivity. Always discarding the idea of being an evaluation to punish or
sanction.
3rd Evaluation Process
The respective formats or questionnaires are delivered to the different evaluators.
evaluation. Whether on paper or the data can be automated with the help of
a software currently much more practical.
It is important at this time to reiterate that the information provided will be anonymous.
and confidential.
4th Data collection and synthesizing information
Collect the evaluators' data to analyze the results of each one.
of the evaluated. This information should be synthesized and presented in a concrete manner.
logical and structured so that it can be used effectively in the
moment of feedback.
5th Feedback
At this stage, each of the evaluated individuals knows the results they have obtained.
The results must be communicated so that the evaluated can assess them and they can be useful.
for your personal and professional growth and never as a reproach or
reprobation. It is very important thatthe evaluation interview to be carried out by
prepared people.
6th Development and training plans for the evaluated
Establish the improvement and development processes for the evaluated that allow them to
progress and eliminate possible deficiencies or weaknesses in knowledge,
attitudes, skills, and values.
Finally, highlight the importance that we, the management leaders, have in
talent to encourage managers and directors to participate in the evaluation and
be aware of the relevance of this evaluation in improving the
productivity, competitiveness, and motivation of our human capital.

[Link]
360-degree evaluation human resources
THE 7 STAGES OF THE 360 DEGREE PERFORMANCE EVALUATION PROCESS.

The 360 evaluation is an extraordinary tool for measuring the

soft skills of leaders in an organization, as it considers everyone
those positions that have a direct relationship with the evaluated (peers, clients)
interns, collaborators, and managers), requesting feedback on their performance
in the key competencies of the position. It is called integral evaluation or assessment
integral since it considers all the representative relationships that the leader has or
evaluated around it. 90% of the companies on the Fortune list
500 apply some type ofvaluation of three hundred sixty degreestherefore
any company that wishes to rise to a higher level of efficiency must
considering the possibility of its implementation. The stages of the evaluation of
three hundred sixty degrees, defined and managed by HumanSmart are described as
continuation.

1.- Preparation
At this stage, each step to be taken should be defined and timelines should be assigned to everything.
execution process of the comprehensive evaluation. The following should be analyzed
Key labor competencies by role or type of position, as well as the behaviors
observables that will evaluate the competencies. At this stage, it is necessary to define
valuation formats, evaluators, evaluated, calendar, process leader, among
other aspects as well. 80% of the success of a three hundred sixty-degree project
It lies in this stage, because in it the 6 subsequent steps are defined.
2.- Awareness
The objective of the awareness process is that both the evaluated
how evaluators understand the benefits of 360 evaluation
degrees as well as the organizational impact. Reduce the tension
emotional state of the evaluated caused by being observed and evidenced
It is very important for the success of the project. In this process it is
where you sell the idea and provide all the necessary logical arguments
so that they buy it from you, if this process is omitted, it is very likely that
the implementation of an integral assessment may not have the desired results.

3.- Evaluation process

This is the part of the process in which the formats are sent to the evaluators.
assessment, so that according to the role they play in relation to the evaluated, they can
give objective feedback. Doing this with paper and pencil is time-consuming since
requires manually distributing the formats, at HumanSmart we have a
online software that manages the entire process and makes it easy and practical.

4.- Data collection

Once the evaluators have made their evaluations, it is necessary to collect
all the evaluations made to subsequently process them. It is necessary to make
constant monitoring of the progress that each evaluator is making and notify if they have
any delay or check if there is any anomaly occurring.

5.- Reporting
Reporting is the part of the process where all the information is collected.
synthesize and arrange it in such a way that it can provide us with statistical information about
trends and results of each evaluated. It is important to understand that in a
360-degree evaluation process, a person is evaluated by 9 or more evaluators.
(they could be fewer), commonly 3 pairs, 3 collaborators, 3 internal clients, a
boss and a self-assessment. We must synthesize the information in such a way that
present itself in a logical and structured manner so that it has the impact
expected at the time of feedback.

6.- Feedback
The entire comprehensive valuation process can be thrown away if not
provide feedback correctly and with a positive approach to the evaluated. I resemble
the process of feedback in the process of extracting a diamond, imagine you
all the work that it takes to extract a few grams from such a precious stone and
that after having extracted, worked on, and detailed them, when it comes time to deliver it...
let's throw it in the face of the person we want to give it to, let's do it
damage to some part of his face. The feedback from a comprehensive assessment
It should be seen as a gift, as it helps to grow both professionally and personally.
upon evaluation, the data acquisition process is very laborious, the way in which
The presence greatly influences the reaction and acceptance of the evaluated.

7.- Development plans

Once the valuation process of 360 has been completed, we must develop plans for
growth for the evaluated, improvement processes that allow them to develop
those identified opportunities. The deficiencies can be in 4 elements:
Knowledge, attitudes, skills, and values. Any of these can be modified,
as long as there is attitude. If a person doesn't know, we teach them; if not
Yes, we can train her; but if she doesn't want to, it's difficult. To do something since it is a decision.
internal.
Conclusion:
Executing a 360° evaluation process is a laborious task that requires analysis.
and a specialized knowledge process on the subject. However, it is a
extraordinary tool for growing leaders in organizations.
Through the results, you can make improvement plans that enable the
evaluators develop to higher levels of performance.
KNOW OUR ONLINE 360° EVALUATION SYSTEM
The method ofevaluation of 360 online degrees, allows you to complete the
evaluations of the key competencies for the position and the organization, of a
efficiently and effectively, without the need for you to be a specialist in the
methodology will be able to implement; through an online system, the evaluation of
three hundred sixty degrees to key positions in your [Link] evaluation of
360 degreesputs the employee at the center, being evaluated by their peers, clients
internals and externals, collaborators, supervisor, and by himself (self-evaluation), by
so the result is very rich in information as it provides the weaknesses,
qualities, skills, knowledge, positive and negative attitudes that the
evaluated possesses. It gives a broader view of the employee's performance in
relation to its function of the integral evaluation.

The result of the performance evaluation can be useful for:

Make job promotions.
Make training plans or detect training needs.
Generate life and career plans.
Obtain objective evidence of the person's performance in order to make
actions on this (disengagement, promotion, development, salary increases,
expansion of responsibilities, among others).
Development of personnel for positions of greater responsibility.
Group of competencies evaluated in the 360
Professional competencies.
Leadership competencies.
Strategic competencies.
Social skills.
Personal competencies.

The service of this system includes:

Access to the system through the purchase of usage licenses for each
evaluation. Each evaluator will log into the system with a username and password and
you will be able to evaluate the collaborator through specific questions about perception
of performance on key competencies of the position.
System Coordinator:
A username and password are provided to access Smart 360
You will be able to manage the creation of multiple questionnaires for assessments.
the collaborators (by level, by type of position, by specific competencies).
You will have access to a database with observable and measurable behaviors.
related to the competencies to be evaluated.
You will have access to the evaluation reports. Detailed reporting with statistics.
y tablas de acuerdo a los resultados de las evaluaciones, presentadas por evaluado
y distribuidas por competencias y grupo de competencias.
For the evaluators
Evaluators will be assigned a username and password to access the
system and can carry out their assigned evaluations.

Note: The evaluation by employee includes the concentration in a report of all the
evaluations made of the employee by their peers, internal clients, collaborators,
boss and his self-assessment.

[Link]
grades-integral-evaluation-of-performance_2
What is a 360-Degree Evaluation?

The 360 Degree Assessment is the set of feedback on competencies.

personal benefits that an employee receives from their coworkers, which
it serves as support to identify your strengths and areas of opportunity.

The reason it is called 360º is because it includes self-evaluation.

the evaluated person and the evaluations from their coworkers, including
to the Direct Boss, Collaterals, Collaborators, and Internal Clients.

If we observe the previous image, we can realize that an evaluation

360º is very different from a performance evaluation; more colleagues participate.
in addition to the Direct Chief. This is what makes 360º evaluations a
very enriching experience.

What do they evaluate?

Unlike annual performance evaluations that grade employees

employees in their work responsibilities, the 360-degree evaluation focuses on
in the personal qualities that are fundamental for these responsibilities.

These qualities are known as competencies and some of the main ones
son:
Leadership. Delegation, Responsibility for Actions, Motivation, Decision Making
Decisions, Risk Taking, Accessibility.
Valores Personales. Respeto, Tolerancia a la Presión, Empatía, Presentación
Physics.
Teamwork. Participation, Feedback, Acceptance of Differences,
Negotiation.
Communication. Oral Presentation, Understanding of Ideas, Skill to
Listen.
Creativity. Problem Solving, Innovation.
Organization. Note Taking, Compliance with Responsibilities.
Organizational Values. Alignment with the Vision and Mission, Loyalty to the
Company.
Six essential steps to implement it.

Select the participants.

The 360-degree evaluation, when assessing personal competencies, is very appropriate.

as for both the management and administrative levels, as well as for the operational ones.

If implementation costs and time were not a limiting factor, the best option
it would be to include all members of the organization. But in practice this rarely
sometimes it is possible.

In light of the need to reduce participants, it is important to ensure that the groups of
employees who do not participate do not feel excluded. A good way to
ensuring that this does not happen is including 100% of each of the following
groups:

a) Executive positions.
b) Managerial positions.
c) Remaining administrative positions.
d) Operational positions.

Who should not be included?

It is not easy to give or receive feedback, and this becomes more complicated when it comes to
de un empleado de nuevo ingreso. Es mejor que los participantes tengan al menos
6 months in the organization.
2. Define the evaluation network.

Having selected who will participate, the next step to create our
360º evaluation is to define the Evaluation Network.

Esto implica realizar la selección de quiénes evaluarán a cada uno de los

participants selected in the first step.

a. Self-assessment.
Self-assessment itself is very important to be able to use it as a
measure of comparison and detect blind spots of each evaluated.
b. Include the direct supervisor.

Naturally, one of the most important pieces of feedback is from the boss.
direct. It provides a more concrete perspective from the person who
Currently holds the position that the evaluated person is likely aspiring to.
c. Include indirect bosses.
In management or executive positions, feedback can be very valuable.
given by higher-ranking positions in the organization.
They will often provide the evaluated employee with a clear vision of their
strengths and areas of opportunity, and they can provide significant motivation
in continuing its development.
d. Include collateral and collaborators.
Although it could be given less importance than the previous ones, in reality the
feedback from collateral and collaborators is the central objective
from a 360-degree evaluation. We rarely receive feedback from these
groups, and it is probably where the most valuable contributions will occur.
The ideal number of evaluators is at least three collateral and three.
collaborators, thus ensuring to obtain an accurate average of the employee
evaluated.
e. Include internal clients.
It will not appear in all cases, but in certain key positions within the
organization may be important to include evaluations by clients
internals, preventing them from being more than three in total.

f. Include external clients.

Far from being mandatory and in very few cases convenient, it could sometimes be
the feedback provided by external clients is valuable. Especially when
There are close relationships between both.
g. Who to exclude?
 Human relationships can become complicated, and organizations
are not foreign to these.
When there are clear rivalries or disagreements between two employees, it is
it is convenient that these two do not evaluate each other, to avoid
feedback that, instead of helping, may increase the problems.
h. Total evaluators per employee.
To ensure that the results are accurate and provide a
feedback on the benefit for the evaluated person, it is advisable to have
a number of at least seven to ten evaluators.
It is advisable for each evaluated user to have at least 7 to 10.
evaluators.
i. Total evaluations per employee.
Finally, the number of evaluations that each employee should undergo must be monitored.
will have to answer.
More than 10 evaluations can lead to not dedicating the necessary time.
to each one, while just having an evaluation could make them feel
excluded del event.
 3. Draft the evaluation questions.
It is probably the most important step of the 360º evaluation and the one that can have the most impact.
affect the results obtained.

Using well-crafted and analyzed questions ensures the success of the evaluation.
On the other hand, even small changes in the questions can change
completely the results.

a. Select areas of competence.

One feature of the 360-degree evaluation is that they assess concepts that
are applicable to the vast majority of organizations.
A good starting point is to review the mentioned areas of expertise.
previously in the section of "What do they evaluate?" and decide which ones are the most important
relevance to the organization.
b. Define multiple choice questions.
Each Area of Competence must have multiple-choice questions.
It is advisable that the questions are not too general and to opt for more specific questions.
concrete. For example:
Instead of including 'Work as a team', it is better to do it in a more
Encourages and involves team members to work together.
Create an environment of collaboration and trust in your work group.

Some additional recommendations for crafting the questions:

Ensure that the questions are of the same length, this will help the answers
be more accurate.
Ask more than one question on the same topic, to ensure better results.
results.
Haz una o dos preguntas que puedan ser medibles, para comprobar la autenticidad
of the results.
c. Define evaluation scale.
Any change in these can drastically change the results.
obtained, and it is advisable to use methods already proven in the industry.
There are two main schools of thought regarding the number of options.
what the scale should have. On one hand, those who recommend an amount
par, and others that recommend an odd amount.
The first is proposed to avoid midpoints and push the user to select
a negative or positive option. The second adds a neutral option.
 When is the first occasion that a 360-degree evaluation is implemented, it is
It is advisable to use a scale of 5 options, while in second or
In later occasions, the 4-option scale is a better alternative.
d. Define open-ended questions.
Open-ended questions or comments can provide an excellent source of
information for the evaluated person that it is simply not possible to obtain
through multiple choice questions.
Some recommended questions are: 'Mention the main strengths of
your partner
e. Length of the evaluation.
The ideal number of questions is in a range of 40 to 50 questions in total and not
include more than 2 open questions.
This helps us ensure we obtain sufficiently detailed information,
without tiring the evaluators.

4. Define the confidentiality of the evaluations.

Confidentiality is one of the most sensitive issues in 360-degree evaluation.

Should feedback be anonymous? Completely open? One point.
intermediate?

Initially, it is recommended that evaluations be anonymous and only

have access to the average of the evaluation by peers.
As the organization matures, more processes can be established.
open to feedback.

5. Give feedback

Feedback is the ultimate goal of all 360-degree evaluations and is very

It is important to present it in the best possible way to ensure getting good results.
Results. The following are the key points to take care of:

Wait for everyone to finish.

It is preferable that the feedback is given until the entire organization has
finished answering the evaluations. Hence the importance of providing a constant.
tracking and support for users.

2. Identify strengths, areas of opportunity, and blind spots.

The report must include your strengths (areas where you were evaluated most favorably by)
your colleagues), areas of opportunity (areas where colleagues say that
the user has a great opportunity to improve) and the blind spots (areas where
the user and their peers see each other in a very different way).

3. Generate graphs.
The more visual the feedback on the results of the 360 evaluation.
degrees, employees will more easily receive and understand their results. These
Graphs must show the three areas identified in the previous point.

4. Provide direct feedback to each employee.

Whether it is done by a Human Resources manager or by someone else
the direct supervisor of each evaluated individual should ensure that everyone receives their results
in a one-on-one meeting where a person can resolve their doubts and provide
a guide to building your development plan.

6. Follow up

Implementing a 360-degree evaluation goes far beyond just printing the

results and deliver them to each employee. It is essential to provide follow-up
suitable, and the more personalized it can be, the better the results
we will obtain.

1. Generate courses and development programs.

Identifying in which competencies employees have the greatest area of
opportunity, training courses and programs must be established. This ensures
that employees have the tools to continue developing themselves
where else they need, and also to make them aware that the processes of
360 Degree evaluations yield tangible results in the company.

2. Make communication campaigns.

Just as the campaigns before starting the evaluations, it is important to do
campaigns for the remainder of the year, showcasing achieved progress.