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Sync the Big Three for a seamless performance process: 360s, Reviews, and Objectives

As we approach the end of 2023, it’s time to evaluate accomplishments and set the stage for success in 2024.

Introducing the Big Three: 360 Degree Feedback, Performance Reviews, and Objectives. This Recipe will help you combine and integrate peer feedback, run performance reviews, and help teams set Objectives seamlessly.

With these three features in your Small Improvements toolkit, you’ll be able to empower employees, enhance teamwork, and drive organizational success. Let’s take a closer look at the Big Three features.

The Big Three

Before tying it all together, we’ll first introduce the features, why you should be using them, and some helpful resources.

360 Degree Feedback

Teamwork is more satisfying when aided by open and honest communication. With our 360 Feedback, peers can share their insights and perspectives. Employeescan get a more holistic view of their performance and develop a plan to improve in the coming year. 


360 Feedback Help Center articles

25 questions for a 360 review

How leaders can get the most out of 360-degree feedback

Should 360º Feedback be anonymous?

Performance Reviews

Continuous learning is key to success. For employees, Performance Reviews are not just a formality; they are a chance to reflect, learn, and take action. This process fosters a growth-oriented mindset that benefits the entire organization. Performance Reviews also give managers an opportunity to evaluate employee performance and provide feedback. 


Performance Reviews Help Center articles

Building an effective performance review questionnaire

How self-assessments can lead to better performance review conversations

Why you should reconsider ratings in performance reviews


Real improvements start with a plan. Small Improvements’ goal-setting feature makes it easy for employees to build upon their feedback, , stay accountable to goals, and document their progress over time.


Objectives Help Center articles

Setting goals, the SMART way

Goal setting: to stretch or not to stretch

Tie the three together

Step 1: Kick off 360 Degree Feedback Cycles

Starting with 360 Degree Feedback gives employees the opportunity to drive their feedback approach. By nominating peers and cross functional teams, employees can get a more holistic view of how they have been contributing, and where they can make improvements. By running a 360 Degree Cycle prior to reviews, you give managers the chance to compile and summarize feedback in the most effective way for their employees. 

This ensures that you get the full picture while reducing the risk of biases or favoritism. This varied feedback can also be used to set realistic and achievable goals for the next year.

Step 2: Conduct end-of-the-year Performance Reviews

The end-of-year Performance Review is essential for both employees and organizations. It offers an opportunity to reflect on past accomplishments, acknowledge areas of improvement, and set the stage for future goals, ensuring alignment across teams and departments.

When approaching the Performance Review, you can either build off your last Review or create an entirely new assessment framework from scratch. Whichever option you choose, the key is to ensure that your evaluation includes all aspects of performance that are vital to your organization. 

For example, this can include not only measuring tasks performance but also assessing soft skills, cultural fit, and contributions to company values. Crafting this review ensures that it serves as a reliable tool for supporting employees and boosting organizational performance.

Step 3: Empower employees with goal-setting workshops

The best way to process both positive and critical feedback is by making it actionable. Year-end goal-setting workshops have the potential to be transformative for employees and organizations alike. These workshops can introduce employees to the useful goal-setting strategies and plans such as SMART goals—goals that are Specific, Measurable, Achievable, Relevant, and Time-bound. 

By setting up goal-setting workshops after feedback cycles, you are encouraging employees to reflect and respond to the critique they have received by setting clear actions. Sometimes critical feedback can be tough to hear, by giving the power back to your employees to drive their own growth, it takes away the negativity that can sometimes surround Performance Reviews.

Sync away

Integrating of the Big Three—360 Degree Feedback, Performance Reviews, and Objectives—empowers employees, enhances teamwork, and positions organizations for success in the coming year. By combining 360 Feedback with Performance Reviews and Objectives, you’re on your way to creating an environment where employees can flourish with feedback. 

Updated on November 21, 2023

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