What a View, Part II In Part I, I talked about how Return Path’s 360 reviews have become a central part of our company’s human capital strategy over the past five years. While most staff members’ reviews have been done for weeks or months now, I just finished up the final portion of my own review, which I think is worth sharing. I always include my Board in my own 360. My process is as follows: 1. I send the Board all the raw (and summarized) data from the staff reviews of me, both quantitative and qualitative. 2. I send the Board a list of questions to think about in terms of their view of my performance (see below). 3….
What a View We’ve done 360-degree reviews for five years now at Return Path. Rather than the traditional one-way, manager-written performance review, we instituted 360s to give us a “full view” of an employee’s performance. Reviews are contributed by the person being reviewed (a self assessment), the person’s manager, any of the person’s subordinates, and a handful of peers or other people in the company who work with the person. They’re done anonymously, and they’re used to craft employees’ development plans for the next 12 months. The results of 360 are a wonderful management tool. Mine in particular have always been far more enlightening than the one-way reviews of the past. The commonality in the feedback from different people is…