Benchmark Learning's Blog

360 assessments have been used for many years for performance and professional development.  Typically organizations use assessments in two primary ways, simply put:

1.   Performance evaluation  a tool to measure job performance levels which provide input into formal performance evaluations and pay decisions

2.   Performance development  a tool to identify performance strengths and weaknesses which provide input into individual professional development needs

While measurement and development are vital to successful organizations, using the 360 assessment tool to measure performance for the purpose of evaluation and pay decisions can be difficult for several reasons.  First, the tool needs to go through rigorous validity and reliability tests to make sure it accurately measures skills, behaviors, and attitudes that are reflective of the specific job position.  Second, measurement of this kind can be skewed because those responding to the questions in the assessment may not always be objective in their responses if they know promotion and pay may be tied to their response.  Third, evaluative assessments in the work place are often viewed negatively if it is tied to promotion and pay decisions; therefore, a higher risk that results do not always promote the organizations goals.

While performance clearly should be measured, there are often more positive and reliable ways to measure individual performance such as meeting clear job performance goals in alignment to the job position, continued professional development, and the overall success of the individual in their unique position; all tied to the overall organizations goals. 

When organizations use a 360 assessment tool for the purpose of improving individual performance for the overall growth and development of the individual and the organization as a whole, the outcomes are extremely positive.  The assessment development concept is typically more widely received by 360 participants and respondents because the potential for losing promotion or pay are not part of the outcome, only further growth and development; thus, it is a positive proposition for all.  360 assessments used as a development tool still needs to be valid and reliable because they are indeed tied to a specific job position and set of position competencies.  This reliability and validity check further provides confidence to participants and respondents alike in knowing the outcome will accurately provide quantitative and qualitative data to assist individual development. 

We believe that fundamentally all people want to be the best they can be in their professional life and that having a 360 assessment tool to identify strengths and opportunities for improvement gives people an even greater chance at increasing their professional success and the collective success of the organization.