360-degree evaluation is a method to collect anonymous feedback from employees themselves, colleagues, superiors, subordinates and customers (anonymous questionnaires are often used), so as to gain an all-round and multi-dimensional insight into employees' abilities, help enterprises tap talents and grow for a long time, and help the assessed discover their work potential and improve their work ability.
Although the concept of "360 evaluation" has been popularized, there are still some difficulties in the actual implementation of this evaluation method, such as high professional barriers, complicated processes and tedious analysis work.
If you use the online questionnaire tool, there are also problems such as high learning cost, single evaluation dimension, low report reference and low usability.
In order to solve the above problems, Tencent questionnaire has been launched in the "360 Evaluation" module to help you build an evaluation system efficiently, quickly recover evaluation data and intelligently generate evaluation reports!
First, the question bank is rich, flexible in configuration, and not afraid of professional barriers.
Tencent questionnaire provides a variety of questions, question banks and functions, which can realize multi-dimensional questions and set weights to distinguish different dimensions, so that everyone can output professional evaluation questionnaires more efficiently.
You can set evaluation dimensions (such as professional ability, work attitude, learning ability, etc.). ) before designing the evaluation questionnaire, and giving different weights to each dimension according to the importance to ensure the comprehensiveness of the evaluation.
In terms of topic design, if you are an enterprise HR who is not proficient in writing questions, you may wish to try to refer to the "360 assessment" scenario template and quickly apply personal influence, communication and coordination to the questionnaire.
In addition, in order to avoid repeatedly creating questionnaires with the same content for different people, it is suggested that you use the matching function: you only need to design a questionnaire, which can be used by all team members (including evaluators and appraisees).
This not only facilitates the setting of topic allocation rules for different answering roles, but also combines the evaluation contents into one questionnaire, which greatly reduces the management cost of the questionnaire, and the administrator no longer needs to create a questionnaire for everyone.
Second, establish a network of relationships efficiently and pay attention to multi-channel delivery.
Before organizing 360 evaluation, it is often necessary to build a network of the whole team, and the process is very complicated.
Tencent Questionnaire 360 scenarios support batch and manual setting of evaluation relationships to help you build an evaluation system efficiently.
You can enter the "Evaluation Relationships" column on the questionnaire editing page, add evaluation relationships, and set "All Relationships" according to the actual needs and the importance of the questionnaire collection results of each relationship.
After the evaluation relationship is established, enterprise HR can use the same link to send evaluation invitations through email, WeChat, enterprise micro and other channels and ways, and check everyone's evaluation progress in real time on the workbench.
The report will be presented in the form of scoring overview, radar chart and four-quadrant chart combined with all evaluation dimensions.
HR or managers can check or compare the comprehensive performance of subordinates or subordinate departments according to business needs, combined with charts and recycled evaluation contents.
Whether evaluating employees' ability or optimizing team management decisions, it can be achieved through the brand-new scenario of Tencent questionnaire "360 assessment". At present, the "360 assessment" scenario has been opened for free trial, and all enterprises are invited to experience it.