What to do after a 360 Survey Closes

Now that your company's 360 Peer Review Survey has closed, there are actions supervisors need to take in order for feedback to be effectively shared with employees. This process starts with reviewing, upvoting and downvoting comments that have been received.

• When you login to 360score.me you will have access to see comments and scores for all staff that report to you by navigating to the Supervisor View section and selecting 360 Reviews. 

From here, you can review the comments left for your staff in the recently closed 360 survey and upvote or downvote them. This is subjective. You don’t need to be perfect. What is important is making sure you recognize exceptional feedback, and at the same time discourage hurtful, damaging feedback, or people trying to game the system with fluff responses.

• Upvote comments you view as helpful

Upvoting helpful comments will allow the reviewers who left those comments to receive a boost in their contributor score.

An example of a helpful comment would be - "An excellent listener who does a great job as being a buffer between strong personalities. There is so much on your plate so I know things aren't always addressed as quickly as they could be however this is one area that you can work on. I appreciate the trust you have in me so I am able to do what I need to do to get my job done." Generally, you will find yourself upvoting most comments.

• Leave comments view as not unhelpful, but not very useful either as Neutral

• Downvote comments you view as not helpful or hurtful 

Comments that are worthy of a downvote include any that contain expletives or hurtful/abusive comments. Any comments that do not intend to help but hurt or insult should also be downvoted. You will hopefully find yourself not downvoting many comments!

Upon the closure of your company's 360 peer review survey, you will have one week to review your team's feedback and upvote and downvote comments.

Once the period of comment review mentioned above is complete, you will need to share your team's 360 reports with them directly for them to receive their feedback. The following steps will guide you through this process:

1. From the Supervisor View section within the 360 Reviews page, you can view comments and scores for each employee under you. 

2. To make sure you are only reviewing comments/scores for the most recent survey, make sure the relevant survey/date filter is set on the top of the screen. 

3. Comments and scores are not made available to any employees until they are shared in a 360 repoort. This is a safety valve to make sure we do not share unhelpful or hurtful feedback. As a supervisor it is your decision to decide what to share or not share.

4. To setup a 360 Report for sharing, click on the 360 report icon to the right of the user. You can choose what to share or not to share. You can even edit comments before sharing to make them more appropriate for sharing. Best practice is for Managers should share 360 reports with their direct reports within 2 weeks of survey closing if possible. If reports are not shared in a timely fashion, people will not feel the value of the process and be less engaged in future surveys. 

5. To share the 360 report, make your edits and then Publish at the bottom of the screen. This will send the user and potentially yourself an email with the 360 report attached as a PDF. Once Published the 360 report icon will have a Green label on it. Your sharing process will be complete when all of your direct reports have a green label for this survey in Supervisor View.

Reviewing this data can take some time, but it is well worth the effort. Publishing the 360 report so the user can see their feedback only takes seconds once you become familiar with the process.

Ultimately, it is important to note that the 360 report does not replace a performance review. It is most useful as additional material to supplement and seed conversation in a performance review. We recommend using the 360 report as a talking point in your next performance review or 1-on-1. Depending on the nature of feedback it will be useful to coach staff on the value of feedback and how best to use it.