By using a new method of employee reviews called 360 feedback reporting, employee evaluations can be much more effective. Through this system, employees learn about all areas of their job — not just the areas observable by their superiors — thus improving their receptiveness to both positive and negative feedback.

Though research is limited, some suggest that employee reviews can benefit a great deal from a 360 degree approach in which an employee is evaluated by his or her superiors, colleagues and subordinates. Despite a few potential draw-backs (including defensiveness, biased reviews and a reluctance to change), the benefits of 360 degree reviews cannot be ignored. 

Rather than hear directly from a superior about his job performance, the employee will receive feedback from multiple sources, thus reducing the chance of praise or problem areas being overlooked. This means that the employee will have a more rounded idea of his strengths as well as any areas of opportunity he might have.

Except for a few cases of colleagues gunning for the same promotion, 360 degree reviews lessen the chance of evaluator bias. This includes superiors who might have qualms with an employee’s personality rather than performance as well as situations in which employee favoritism is involved.

After evaluations have been collected, a feedback coach must get involved to answer questions about responses and guide the learner towards new goals. This is an important part of the 360 review process because it ensures that employees remain focused on goals rather than the sting of unfavorable feedback.

One of the biggest concerns with employee evaluations is potential defensiveness of those being reviewed. If this should occur, the learner will be less receptive to constructive criticism and thus may not benefit from the review.

By using a specially trained feedback coach, however, defensiveness can be reduced because the coach will have the necessary skills to evaluate responses objectively. When responses can be addressed in a constructive way, defensiveness is reduced and an employee’s responsiveness can thus increase.

Employee reviews are an important way to maintain or improve production. They are the avenue through which employers reward their best workers and encourage others to improve — and they have taken on a whole new dimension. 

By approaching reviews using 360 feedback, employee evaluations provide a more rounded view of a worker’s performance which will help him or her improve in all areas of the job. Because a company is only as good as its workers, and its workers deserve to know exactly where they stand within the company and how they can help it improve.