360 Performance Reviews

 What Is A 360 Performance Review?

The AIM 360°Performance Feedback surveys allow managers to discover and measure their own workplace capabilities and behaviours from their own perspective and from the perspective of their peers, reporting staff (if applicable) and managers. The process answers the questions - How am I performing?  How do others think I am performing?- which provides a true 360 review of their own performance.  This is vital in determing the manager’s strengths and areas for development, because perception of self can be very different from others perceptions.

The process aids identification of development needs to feed into establishment of a training and development plan for the manager concerned.  It also aids identification of strengths, vital in determining how the manager is utilised within the organisation – How do they work best?

Re-running the survey at intervals, for example, before and after a performance development intervention - such as a training course, seminar or coaching session - can assist assessing the true impact of the intervention on the manager’s performance:

  • Pre-intervention:   What skills need to be developed? What intervention is needed?
  • Post-intervention: What has been learned and retained? What further intervention is needed?

By allowing a third party, such as AIM, to conduct this survey, total anonymity and confidentiality can be assured to all participants enabling honest and accurate reporting.

The 360 Process In Brief

The AIM 360 ° Performance Feedback Survey comprises a set of performance statements covering key management competencies, i.e.; Manages people and work using appropriate skills and strategies, against which performance is rated.

The participant (manager) rates their own performance against these statements and nominates a multiple number of observers (managers, peers, subordinates, clients) to complete the same survey, rating the manager’s performance against the same statements. AIM recommends around 6-8 observers be selected per leader, representing a cross-section of the people that the leader has business interactions with on a day-to-day basis.

The result of the 360 process is that the manager receives a comprehensive assessment of their strengths and development areas, from what they believe and from what those around them believe.

While AIM will set-up, administer the survey (including inviting and reminding participants), analyse and report the survey findings, the client organisation also has a role to play in facilitating the 360 process in terms of briefing the staff concerned (managers and observers) and in assisting and supporting managers in interpreting the feedback and in developing action plans around the findings.  

Following from this research, AIM can assist with designing individual development plans and the provision of tailored training solutions if required

AIM 360 ° Performance Review Survey Tools

There are currently two types of 360 ° Performance Review survey provided by AIM:

  • AIM Frontline Management Survey (FLM)
  • Leadership Practices Inventory (LPI)

AIM FLM focuses on lower to middle management (frontline), whereas the LPI Survey focuses on higher managerial levels, those who are shaping company strategy.

The LPI survey, developed by Kouzes and Posner covers, as standard, the five practices of business leaders:

  • Challenging the process
  • Modelling the way
  • Inspiring a shared vision
  • Encouraging the heart
  • Enabling others to act

 

 

The FLM survey covers, as standard, the following behaviours and capabilities:

  • Management of self
  • Continuous improvement
  • Leadership
  • Customer service
  • Workplace relations
  • Workplace learning
  • Teamwork
  • Safety management
  • Operational skills
  • Change and innovation.
  • Workplace information

 

However, unlike the LPI survey, the standard AIM FLM template can be changed to incorporate specific organisational requirements/competencies. A feature that few other 360 surveys offer.

Both surveys are administered online, however, the AIM FLM survey can also be conducted via paper-copy if required.

In addition to rating of performance statements, both surveys offer the option for verbatim feedback to be supplied by the manager and their observers to ‘flesh-out’ the reasons for the ratings given.

Why use AIM?

The Australian Institute of Management is a peak professional body that has existed to provide excellence in management training and development for over 60 years.  It has an enviable reputation for the quality and practical focus of the learning experiences and organisational development solutions that it offers. As Australia's largest professional body for managers, AIM facilitates management and leadership excellence by promoting, supporting and developing the profession of management in all its forms.  We are best known as Australia's largest private provider of management training and consultancy services.

The AIM Research and HR Consulting team provides tools, independent information and consultancy on all aspects of people and relationship management that impact managerial effectiveness and organisational performance. We specialise in performance measurement, employee satisfaction, as well as remuneration benchmarking and role evaluation.  We provide:

  • Objectivity: Data is handled in the strictest confidence and reported back impartially;
  • Flexibility . We can offer organisations standard ‘off-the-shelf’ templates to cut costs, but also have the ability to alter the templates to incorporate specific client requirements;
  • Confidence that the survey product used has been optimised and refined over many iterations for many different organisations.
 
Call Research and HR Consulting on 1300 362 631 for more information on the 360 Performance Review process.
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