What is a 360 performance review, and why are we doing it?

Every year, we run a 360 performance review in Bob (formerly 15Five). The 360 performance review is an opportunity to gather feedback from various perspectives – peers, yourself, and your manager – on your performance over the past year.

Our objective with this review cycle is to provide you with a comprehensive assessment of your performance. The feedback you receive is not just about evaluation; it's a valuable resource for your personal and professional growth. By learning from this review, you can make tangible improvements that will not only contribute to your career growth but also enhance your impact at Float.

The 360 review encompasses:

• Peer Review: Respond to questions about your teammates' performance, fostering awareness, learning opportunities, and a growth mindset.
• Self Review: Answer questions about your development. Research indicates that sharing your feelings and ideas significantly impacts perceived fairness and motivates a personal desire for high performance.
• Manager Review: Managers will provide insights into your performance to help you focus your efforts effectively.
• Upward Review: Respond to questions about your manager's development, contributing to their growth as impactful coaches and leaders.

360 Performance Review Schedule:

<aside> ⚠️ For those who have time off during the peer nomination process, please share your nominations with your manager if you are unable to select them yourself. For those with time off during the remainder of the cycle, it is expected that you manage your time effectively to meet schedule deadlines.

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| 🚀 February 17 | - Kick-off emails are sent

• Peer nominations open
• Self-reviews open
• Upward manager reviews open
• Manager reviews open | | --- | --- | | February 20 | - Peer nominations close + approved | | February 24 | - Peer reviews begin
• Self reviews continued
• Manager upward reviews continued | | March 7 | - Peer review due
• Manager upward reviews due
• Self Reviews due

*Note, in Bob you’ll see that the end date for all the reviews is March 14th. We made the deadline March 7th for these reviews to give your manager time to review the feedback before writing their downward review. So please aim for this deadline, however if you need more time the official deadline for all reviews is March 14th. | | March 14 | - Manager downward reviews due

• Note, managers can share reviews as early as March 7th if all the information is complete. | | March 17 | - Feedback shared asynchronously March 17th | | March 31 | - 1:1 Feedback meetings with manager completed.
• Using new frameworks for goal setting. | | April 1 | - Official use of new frameworks for assessment and promotion. |

<aside> 📅 Want to see the schedule in your Google Calendar? Subscribe here.

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Wrap-up

Once the review meet is complete, the review is closed by the Manager in Bob, finalizing the process for the year. The review can be referenced at any time by the Manager or team member.

Page Owner: People Operations, Amber