Steps of the 360 review process

1. Define the key areas. Communication of the goals and objectives of the 360 assessment is part of the process. This includes obtaining various perspectives on identifying an individual’s strengths, areas of opportunity, and “blind spots.” All of these can help promote more self-awareness and result in performance improvement and development. Critical categories of a 360 evaluation to be assessed include teamwork, interpersonal skills, alignment with company vision/mission, communication, and leadership ability.
2. Selection of reviewers/raters. Select employees who will be evaluated and the raters is a critical step of the 360 evaluation process. There needs to be enough reviewers who engage with the participant/employee to ensure the data received is relevant and comprehensive. Raters may include the employee’s supervisor, co-workers, direct reports, colleagues, contract employees, and even external customers. All individuals involved with the assessment process need to be trained on the various aspects of the process and the goals and objectives of the 360 evaluation.
3. Administer the survey. First, send a survey to the employees being evaluated so they can self-evaluate. Later in the process, it will be valuable for participants to compare their self-evaluation with the evaluations of others. Next, send the survey to the reviewers and provide ample time for them to complete it, usually one week or more. Reiterate to the reviewers why they are being asked to give feedback and the objective of the assessment.
4. Compile the completed survey reports. The data needs to be compiled into comprehensive, detailed, and easy-to-understand reports. This report can be shared with the participant, HR, and other stakeholders as needed. The reports are detailed and provide insights to the participants on each area they excel in and areas of opportunity.
5. Provide feedback. The direct supervisor, HR, or both can facilitate a discussion about the details of the results and discuss the next steps. It’s essential to provide valuable feedback to the participant at this stage. Here are some tips: 
• Be specific and concrete: Provide specific examples of behavior or performance to illustrate your points.
• Use a balanced approach: Acknowledge strengths and improvement areas to maintain a balanced perspective.
• Focus on behavior, not personality: Discuss observable behaviors rather than making judgments about the employee’s personality.
• Encourage two-way communication: Create a space for dialogue by encouraging the employee to share their perspective.
6. Develop an action plan. Based on the results, identify and prioritize the key areas for improvement. Develop SMART (Specific, Measurable, Achievable, Relevant, and Time-bound) goals for each area of improvement. Outline the steps and milestones necessary to achieve these goals. Also, identify the resources and support needed for the employee to meet their goals. This may include training programs, mentorship, coaching, or access to specific tools.