In a recent report, the Aberdeen Consulting group in the US have found that there are correlations between organisations that perform well (in terms of performance and retention of staff) and who use assessment, and this includes 360 feedback, in a consistent way.

Success with 360 Feedback Assessment comes from its use in a consistent way across the organisation. One of the key drivers for using assessment tools is of course in recruitment, but the research found that the more successful organisations also used assessment tools (including 360 Degree Feedback) consistently throughout the talent cycle. For example, it should be used in  succession planning, making promotion decisions, identification of high potential talent, and targeting learning and development.

Consistency was identified as being one of the critical success factors. Also important is the definition and use of competency frameworks against which assessments can be made.

‘Best in class organizations are 56% more likely than all other organizations to have competencies defined for all job roles..in addition, they are 41% more likely to use the same competency model consistently throughout the talent lifecycle’.

The research identified key success factors

These include:

• Building a common language to define success for the organization
• The use of technology to automate the data collection, but more importantly to make the assessment experience of the employee more ‘modern, engaging and efficient’
• The ability to adapt the tools as the organization grows and faces changes

Research has shown that effective 360 Feedback assessment also requires tailoring of the assessment to the competencies you are assessing.  For example, these could be role competencies, like leader or manager frameworks. Alternatively, they could be the unique skills that make the organisation successful. You can also tailor the 360 to values and behaviours.

To summarise, success with 360 Feedback Assessment can lead to individual and team improvements.

Communication is key

Finally the article discusses where there may be resistance within the organization. This can reduce the benefits and engagement with the assessment. Therefore, it advises a more consistent use of assessment tools. This involves linking the tools to the organization’s goals.

In summary, this interesting research report lists 6 actions to take to get the best value from 360 Degree Feedback (and other) assessments and make them work for the benefit of the organisation:

• Understand what success looks like
• Be consistent
• Use variety
• Adapt with the business
• Leverage technology
• Take action on assessment data

About Track Surveys

We work with organisations to deliver the benefits of 360 and peer feedback to their people. Click here for more information.

Jo Ayoubi is an expert consultant in 360 feedback and assessment.

*Are peer reviews the future of performance evaluations? HBR, January 2021