360 degree review is thought to be the best performance review, but there are still some things that lack in this review. In the example of Kompas Gramedia, there are some cases that 360 degree review causes fights and displeasures. The 360 degree review at Kompas Gramedia, as far as the writer knows, has some “holes” in it such as confidentiality and follow up. At times reviewer can give scores with no context, either high or low and it’s causing problems.
For the best outcome and maximization of 360 degree review, Harvard Business Review has put out some factors that would affect 360 degree review. These factors include confidentiality, candor, transparency, customization, and follow up.
Coworkers and direct-reports can be more honest when they are labeled as anonymous.
Being frank with the review, it relates with the confidentiality, since when the reviewer knows that their comments and review won’t be attributable to them they can be more open about their honest review. Making a review that will not be digested as being attacked or devalued is important.
What it means by transparency in 360 degree review is the objective of the review. There are many examples where managers, either top or middle level use the review for different reason than as told to the employees. For example there is a case where top management use the 360 review where they told their employees that the review is to learn how they are being perceived from their peers, but behind that the managers are actually using it to see which employee is suitable to replace a few open positions for managers. With that example, it could lead to complaints and legal issues.
This factor relates if the company is using an online vendor or other vendor to build the 360 degree review dimensions. If the company is using a vendor, then the company should be choosing vendors that would customize the 360 degree review to the company’s needs.
The follow-up is an important process too, most managers think that it doesn’t matter as much as giving the feedback. But the idiosyncratic effect of the manager would affect the development of the employees. Follow up means after the review, to make sure the employee understand the good and bad point, the manager should clear that with a 1 on 1 follow up.
There are no perfect performance review, even the 360 degree review. But when it’s implemented thoughtfully they would provide valuable insights and reliable baseline for employee’s development. At times we have to pick the best out of what we have.