Human resources can be a tricky business, as is any task that involves dealing with other people. It can be difficult at times to truly assess your company’s performance, and surveys are often difficult to trust for accuracy.
After long searching and trying out various programs, you think you may have finally found the one best suited to your needs. The 360 assessment from Halogen appears to be the ideal software for management, one that will allow you to keep track of the progress of your employees and to easily manage tasks in your department.
However, in all the excitement of your new find, be careful not to rush ahead. Like any computer software, the 360 assessment comes with its own set of quirks and rules for handling. Lack of understanding in how the program works could lead to frustration and disappointment in the product, and a final conclusion that it’s just another “fix-it tool” that doesn’t really fix it. It is best to get advice and learn the common mistakes that others have made, before you fall into that rut of making them yourself.
Lack of Direction
As advanced as software and computers are, they are still only computers, able only to work with the input they are given. If you begin the program with a vague purpose, you will receive vague results that tell you very little of what you want to know. This makes for a very frustrating experience. Instead, begin with a definite idea of the sort of information you want to know, and the feedback will be much improved. A definite purpose of direction will also lead to less disgruntled employees who do not understand what you are trying to implement.
Anonymous and Confidential Reporting
As multi-rater feedback, the 360 assessment tool depends on the answers given by those involved in the assessment. Many people are hesitant to provide honest answers without knowing details, such as who will be reading the report and how it will be used. Be clear on marking exactly which information can be submitted anonymously, and what can remain confidential. Then, be certain that the rules are followed exactly, so that only the intended recipients have access to the information, and that it will remain tightly secured.
Communication
The above point leads directly into the next: communication. As with any program within a company, communication is key. In addition to clearly marking confidential and anonymous information, submit clear instructions that describe exactly what sort of feedback is needed, and what it will be used for. The idea is not to find the bad apples so you can fire them, but to help improve the overall performance of each worker. Once your employees know this for sure, they can more easily provide honest feedback, without it creating a negative environment.
Top-level Agreement
Make sure everyone is in agreement about the use of the program. Senior management is especially influential in the outcome of the assessment. Their attitudes and feelings about how the program should work inevitably filters down to the entry-level workers, affecting the feedback you receive. Disagreement among upper management creates an uncertain feedback down below.
Use the Data Properly
The 360 assessment software is not a quick fix-it tool. It is not designed to solve the problems in your company, but rather to provide information so you know which areas need improvement, and which ones need recognition. Once you have the data in hand, you can then implement a strategy to act accordingly. Rather than tasking this job to the nearest manager, it is best to give it to an experienced HR professional who will know how to handle the information, and will handle it securely.
A Continual Process
Again, this is not a quick fix-it tool. Nor is it a one-time use software. The best results are ones that are garnered over time, rather than just a quick look. After the initial assessment, wait a few months, and then do it again. Continual assessments will give a clear picture of how your employees are improving. It will also provide your workers with a clear picture of how they are performing, so they can see how they have improved in the last few months, and what they still need to work on. This gives them the encouragement to continue working and to develop skills.
Avoid pitfalls with these few quick tips. Properly used, the 360 assessment software can provide excellent results. Improper use leads to frustration and a determination that it just didn’t work.
