360 performance review

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360 performance review

What is a 360 performance review?

3600 (or 360) performance review is a standardized performance review process in which the evaluators shall receive opinions and feedback from those around them, most particularly those who work with them including the colleagues and managers. While traditional performance review process provides feedback from direct managers of higher level, this method is more broaden and utilizes opinions of all the people working with the evaluators: colleagues, managers, suppliers, and event customers.

Typically, 360 review process is used for development purposes. Feedback are received by the evaluators and they will have a clearer understanding of what others think about them: how your managers think you are a good employee? How your colleagues think you have a good teamwork skill? how your customers think you have a good customer service and communication skills?… all those can be answered from those 3600 feedback and that is a great opportunity for the evaluators to identify what they lack and what they should continue to improve.

When organizations and enterprises become globalized or diverse-geographically located, 3600 performance review process has become very important and useful. The feedback coming from a great deal of various sources can help such multi-national or multi-location organizations identify their problems and help improving the solid in their organization.

Components of 360 Performance review.

Who shall become respondents for a 360 degree performance review? They are those around you, especially at work, including: your peers, managers, subordinates, team members, customers, suppliers, investors, and so on.

There are many feedback sources, certainly, in a 360 review; but all in all, they are classified into 4 groups:

• Self appraisal
• Superior’s appraisal (managers)
• Subordinate’s appraisal
• Peer appraisal

Advantages of 360 degree performance review method

360 degree performance review has following advantages:

• Evaluators are supplied with feedback from various points of views allowing them to reconsider all the aspects of their performance and find out which they lack and need to improve;

• The supervisors may receive these feedback and have an overall picture of the performance made by the evaluatees (their employees) and may make better decision;

• 360 degree method provides a broader review on the performance but not only relying on managerial view of supervisors;

• 360 degree method also considers the performance of the evaluators in relation to each group they work with, therefore, helps to identify which group the evaluators can work well with the most;

• Feedbacks given in 360 degree method tend to be less biased as the supervisors may consider various opinions;

• This method is more suitable to multi-industry or multi-function organizations;

• 360 degree method is organized and structured better than traditional method and is more likely to generate useful feedback.

Top 7 interview questions with answers

1. What have you done to improve your knowledge in the last year?

Try to include improvement activities that relate to the job. A wide variety of activities can be mentioned as positive self-improvement. Have some good ones handy to mention.

2. What experience do you have in this field?

Speak about specifics that relate to the position you are applying for. If you do not have specific experience, get as close as you can.

3. Describe a typical work week for you.

Interviewers expect a candidate for employment to discuss what they do while they are working in detail. Before you answer, consider the position you are applying for and how your current or past positions relate to it. The more you can connect your past experience with the job opening, the more successful you will be at answering the questions.

It should be obvious that it’s not a good idea talk about non-work related activities that you do on company time, but, I’ve had applicants tell me how they are often late because they have to drive a child to school or like to take a long lunch break to work at the gym.
Keep your answers focused on work and show the interviewer that you’re organized (“The first thing I do on Monday morning is check my voicemail and email, then I prioritize my activities for the week.”) and efficient.

4. What kind of salary do you need?

A loaded question. A nasty little game that you will probably lose if you answer first. So, do not answer it. Instead, say something like, That’s a tough question. Can you tell me the range for this position? In most cases, the interviewer, taken off guard, will tell you. If not, say that it can depend on the details of the job. Then give a wide range.

5. Explain how you would be an asset to this organization

You should be anxious for this question. It gives you a chance to highlight your best points as they relate to the position being discussed. Give a little advance thought to this relationship.

6. What is your greatest strength?

Numerous answers are good, just stay positive. A few good examples: Your ability to prioritize, Your problem-solving skills, Your ability to work under pressure, Your ability to focus on projects, Your professional expertise, Your leadership skills, Your positive attitude

7. Do you have any questions for me?

Always have some questions prepared. Questions prepared where you will be an asset to the organization are good. How soon will I be able to be productive? and What type of projects will I be able to assist on? Are examples.

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