Integrating your company values into 360 Assessment Questions

A way to reinforce the importance of your company’s values is by integrating them into employee assessments. This article will detail the ways you can align your assessments to reflect your company values. You’ll find out how to plan and ask the questions that go hand in hand with what matters most to your organization.

Here is a definitive guide to making your 360 employee assessments reflect the values that your company deems to be imperative.

Communicate Company Values Clearly to Employees

If you’re evaluating employees with your company values in mind, employees should first understand exactly what those values are. Company values may be communicated through employee onboarding packages, websites, newsletters or the company intranet. When it’s time to conduct performance reviews with employee assessment software, employees won’t be blindsided when you measure their performance against these values.

Another opportunity to clearly communicate company values is when an employee first joins the team. As they already have to get oriented with a new environment and role, they can also learn what the company stands for. In turn, they can start to think how they can play their part in upholding the company’s mission.

 
Structure Questions Related to Values-Based Work Behaviours

Employees should understand what behaviors they should be practicing to demonstrate values. For example, if creativity is part of a company core value, employees may be expected to demonstrate openness to learning and contributing new ideas at work. When creating performance review questions that are based on creativity, ask questions that flesh out the ways that employees demonstrated their commitment to being creative. Before finalizing your questions, determine the most important values-based work behaviours of creativity:

· How active was the employee in generating new ideas and approaches?
· Was the employee willing to learn new methods and concepts?
· How did the employee adapt and overcome challenging situations?

In 360 assessment reviews, you’ll see how supervisors and colleagues rate an employee based on their relations and interactions at work. As they work directly with each other, they’re able to review just how well that employee demonstrates company values through their interaction with their colleagues. Use your employee assessment software to customize questions that would give you the insight you need.

 
Provide Feedback and Recognition More Often

Employees appreciate feedback on their work and being recognized for their accomplishments. They feel happier and respected in the workplace—and companies that support and recognize employees benefit in increased productivity and reduced turnover.

Feedback sessions don’t have to take a lot of time. It can be a casual catch-up to learn what the employee is working on and what they expect to achieve. During these conversations, let them know what you expect from them. When you outline your expectations, use the company values as a framework when it makes sense to. For employees who have shown their commitment to these values, publicly recognize and reward them through employee recognition programs.

Ask Employees for Their Feedback

Turn a performance review into an opportunity to have a conversation that benefits both parties. Many people dread performance reviews because they feel like it’s a one-sided discussion. Use a performance review as a chance to listen to your employees and ask them how they think your company can continue to evolve. It’s a great way to see if employees believe that your company truly embodies the values that it stands by.

Ask employees how well they think the company is demonstrating its core values. Do they feel supported by the managers and leadership to achieve these values? Are there any other ways they think the company can spearhead them? You’ll gain insight that could help you improve company culture and operations. It’s up to you to either ask these questions in your employee assessment software or face-to-face.
 

 
Incorporating Your Values into the Tools You Use to Assess Employee Performance is Easier Than You Think.

This guide should give you solid ideas on how to do that. Communicate to your employees that company values are an important thing to strive toward. If you’re looking for the right 360 assessment tool that will allow you to integrate your values into the entire process, check out Grapevine Evaluations.

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A Guide to Generating and Structuring Questions for Employee Performance Reviews

Contrary to what many may believe, performance reviews are more than simply a way to recognize employee contributions or addressing behavioral shortcomings. Performance reviews, if done correctly, help a manager identify those who are exceeding expectations in their current role, and who might be ready to transition into a position of greater responsibility. Better yet, they can also identify those who might be languishing behind their peers and help determine if recruitment or training initiatives (or both) need to be re-evaluated. Not unsurprisingly, the questions asked during an employee performance review are vital to the collection of this information; meaning that the questions asked during these sessions should always have a strategic purpose, and should never be random.

 

With so much on the line, it can be difficult to know how to craft the ideal questions to ask during an employee evaluation. For those who might be new to employee evaluations, or those looking for a quick refresher, we’ve put together the definitive guide to generating and structuring solid performance review questions.

What is the Objective of the Performance Review?

Before putting pen to paper for any employee performance review questions, you must first determine the overall objective of the performance review. Is the performance review going to be evaluative or developmental? Perhaps both? Of course, the purpose of the review will drive the type of questions that need to be answered.

-Evaluative reviews (conducted annually or semi-annually) examine an employee’s performance over a specified time, and help managers determine things like an employee’s raise potential and advancement within the company.

-Developmental reviews (conducted semi-annually or quarterly) exist to provide constructive feedback on how a particular behavior can be improved, for the benefit of the employee as well as for the company. These tend to provide the employee with an outline of what actions need to be taken to improve, and a timeline to guide them.

Regardless, a successful review is one that fosters positive, open communication between employee and management, so no matter which review is being conducted, this principle should remain at its core.

 
 

Who Should Be Involved in the Review Process?

Like the questions themselves, deciding on who should be involved in the review process should also be considered beforehand, and can be contingent on the type of review being conducted. For example, getting the employee’s feedback on their own performance by having them answer employee self-evaluation questions not only gives management some insight into how the employee views their own performance, but also how the individual might like to grow within the company. Getting feedback from peers is another great way to gain insight into someone’s performance from a point of view not often visible to upper management.

As useful as engaging the employee under review or their peers might appear to most, many companies have been slow to include additional stakeholders in the performance review process. The most valuable performance reviews (that is, those that tend to lead substantive results), will include the perspective of:

-The employee’s manager
-The employee’s peers
-The employee themselves

 

 
 

Asking the Tough Questions

Always start on a positive note. It’s much easier to foster a collaborative discussion when the person being reviewed is given the opportunity to discuss their accolades over the year. Begin the meeting by asking the employee to give an example of a project or task that they completed that they were particularly proud of. Doing so will make the employee feel like a valued member of the company and more likely to engage more during the review process.

Next, ask what they hope to accomplish over the next year (the timeframe may be different depending on the nature of your business). The benefits of having the employee verbally communicate their own goals are twofold. On the one hand, it provides the reviewer with a glimpse into the value the employee is looking to add to the company in the short term. It also gives the reviewer an idea of what the employee thinks they can handle and may help to initiate a training plan to get them back to a level commensurate with their peers if warranted.

Ask for feedback on how the company has helped or held back the employee over the past year. In all likelihood, the decisions management may have made that impact daily operations have both helped and hindered the employee. Getting honest feedback from employees can help managers determine what changes to policy have had an unexpected negative impact on the workforce.

Does the employee think they have all the tools they need to do their job effectively? Of course, asking this question may prompt some employees to ask for that which is cost-prohibitive to provide, but in most cases, reviewers will get honest feedback. After all, the majority of employees want nothing more than to do the best job they can, and they have a realistic idea of what it is they need to do just that.

Ultimately, coming up with and asking the right questions during should not be an arduous task, provided that you:

-Understand what it is the review is supposed to achieve
-Make use of all relevant sources of information
-Ask the kinds of questions that encourage honest, open dialog

With that said, it may be worth engaging a third party to help tailor your performance review questions in order to get the results that you’re looking for.

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