Employee performance evaluations play a crucial role in fostering growth, engagement, and organizational success. This article explores the world of performance reviews, exploring two primary evaluation methods: Standard Performance Reviews and 360 Reviews. We dissect their differences, highlight unique features like Anniversary and Date-Based Reviews, and unveil their distinctive use cases.
In this article:
Standard Performance Reviews vs. 360 Reviews
Standard Performance Reviews vs. 360 Reviews Differences
Anniversary Performance Review
Date-Based Performance Review
Date-Based Goal Review
360 Anniversary Review
360 Date-Based Review
Onboarding Reviews
Additional Resources
Standard Performance Reviews vs. 360 Reviews
- Standard Performance Reviews: This is the standard method of employee self-evaluation and assessment by their superiors. This review is a recurring standardized evaluation of employee performance by their manager over a certain period of time. Managers and employees discuss what the employee has accomplished since their last review, their strengths and areas for improvement, and any outstanding contributions they’ve made. It’s a two-way conversation during which the participants review the employee’s goals and their outcome or progress toward those goals, the skills they’re working on, and any challenges they’re facing.
- 360 Degrees: 360-degree reviews approach performance reviews with a holistic approach. Managers and leaders contribute their thoughts on employee performance and combine this information with feedback from colleagues across the company as well. In a 360-degree review, the people who work alongside an employee are given a chance to discuss the daily occurrences, successes, and pitfalls of their coworkers, granting a more in-depth view into any given employee’s performance. With many organizations working remotely or moving to flex-work schedules, having added insights into the work of your employees will help you to better understand their needs.
Standard Performance Reviews vs. 360 Reviews
| Standard Reviews | 360 Reviews | |
|---|---|---|
| Content |
Can Contain:
|
Can Contain:
360 review will not contain goal sections because goal setting and feedback is intended to remain between a manager and employee as a best practice. |
| Workflow |
Default Workflow:
|
Default Workflow:
|
| Visibility |
Reviewer identity is not anonymized You can edit visibility restrictions on different parts of a review cycle when launching a cycle. |
Option to group & anonymize 360 review results for everyone who has access.
|
Please note: Anniversary and Onboarding reviews are all "Event-based", so they will not trigger unless an event has been reached. For example, the anniversary date has been reached.
Anniversary Performance Review
For an anniversary review, each employee will have their review trigger when they reach their start date anniversary. Reviews will have to then be confirmed before they can start. Reviews that are confirmed prior to their scheduled start date will remain in queue until the date of review. Past-due reviews will be initiated upon confirmation.
- Recognition and Appreciation: Anniversary reviews provide an opportunity for employers to acknowledge and appreciate the commitment and loyalty of long-term employees. Recognizing their contributions can boost morale and job satisfaction.
- Feedback and Development: These reviews offer employees a chance to receive constructive feedback on their performance, just like regular performance reviews. This feedback can help them identify strengths and areas for improvement.
- Retention and Engagement: Recognizing work anniversaries and conducting anniversary reviews can enhance employee retention and engagement. Employees who feel valued and appreciated are more likely to stay with the company.
- Goal Setting: The review can be a platform for setting new career and development goals. It allows employees and managers to discuss career progression and skill development.
- Succession Planning: Anniversary reviews can be a part of succession planning efforts. Assessing long-term employees' readiness for higher roles or leadership positions is crucial in ensuring a talent pipeline.
- Promotion and Compensation: Employers may use anniversary reviews to consider promotions, raises, or other incentives. Employees with a history of strong performance and dedication are often in line for such opportunities.
Date-Based Performance Review
A date-based review is different from an anniversary-based review in that all employees will be reviewed at the same time with the same deadline. Reviews will automatically start on the cycle start date. The option to confirm employees from the In Queue list will not be available for fixed-date cycles.
- Consistency: Date-based performance reviews provide consistency and ensure that all employees are assessed on the same schedule. This consistency can make it easier to track and manage performance across the organization.
- End-of-Year Reviews: Many organizations conduct year-end performance reviews as part of their annual performance management process. These reviews allow employees to reflect on their accomplishments over the past year and set goals for the coming year.
- Fiscal Year Evaluations: Some organizations align performance reviews with the fiscal year to assess performance in relation to budget cycles and financial goals. This can help ensure that employees' performance is aligned with the company's financial objectives.
- Quarterly or Monthly Check-Ins: Date-based reviews can be conducted on a quarterly or monthly basis for frequent performance check-ins. This approach allows for more regular feedback and goal adjustments.
- Performance Improvement Plans (PIPs): In cases where an employee is placed on a performance improvement plan, date-based reviews can be used to monitor progress and determine whether the employee has met the required standards for improvement.
Date-Based Goal Review
Review, plan, and track your goals in a goal-focused performance review.
- Annual Performance Reviews: Many organizations integrate date-based goal reviews into their annual performance appraisal process. These reviews allow employees and managers to evaluate the progress made toward annual performance and development goals.
- Project Milestones: In project-oriented industries, goal reviews can be scheduled to align with significant project milestones. This ensures that employees are assessed at crucial points during project execution.
- Compliance and Certification: In industries with regulatory requirements, date-based goal reviews can be used to assess an employee's compliance with regulations or certification requirements.
- Strategic Alignment: Goal reviews can be aligned with the strategic objectives of the organization. This ensures that employees' goals are contributing to the achievement of the company's overarching mission and vision.
360 Anniversary Review
In a 360 review, a select group of coworkers will collectively review a particular employee. These coworkers can include the employee's boss, peers, reporting staff, and other managers with whom the employee works on a regular basis. In the ClearCompany system, you can set up review templates and workflows for both performance and 360 reviews. They can be run independently of one another.
- The purpose of these reviews is to collect various perspectives on an employee's performance. These employees interact with each other in different ways than managers and their direct reports. They can shine a light on issues, hidden strengths, and other qualities that managers may not have noticed in the same way.
- Peer reviews can also reinforce managers’ performance conversations, affirming what they have noticed. For example, a self-assessment, manager evaluation, and peer reviews that all note an employee’s outstanding leadership skills are strong evidence that they would be a good candidate for a promotion.
360 Date-Based Review
- Development and Growth Planning: 360-degree date-based reviews can be used to focus on an employee's professional development and growth. These reviews help identify strengths and areas for development to create a personalized development plan.
- Project Evaluation: After the completion of a significant project, 360-degree reviews can assess an individual's contributions and teamwork during the project. This is especially useful in project-based organizations.
- Team and Collaboration Assessments: Date-based 360-degree reviews can be used to assess teamwork, collaboration, and interpersonal skills within a team. This is particularly valuable for fostering positive team dynamics.
- Team Building: Periodic 360-degree reviews can foster team building by providing feedback on teamwork and collaboration skills. This can be particularly useful in diverse or distributed teams.
Onboarding Reviews
Get manager feedback on new hire performance at your company.
To learn more about Onboarding Reviews, check this article: Onboarding Surveys and Onboarding Reviews.
Comments
Please sign in to leave a comment.