360-degree feedback is a process wherein employees receive performance feedback from their supervisors, peers, reporting manager, coworkers, and customers. The feedback employee receives cover every critical job aspect and gives an all-encompassing view. Hence, the name. 360-degree feedback gives an employee the opportunity to understand proficiency and skills. The evaluators are generally employees who frequently interact with the person receiving the feedback.
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A manager does have essential insights into how an employee functions along with their key strengths. However, the perspective of a peer is, without doubt, different and crucial.
Peer reviews are important because colleagues have a different idea and sight of a coworker’s working style, their synergies, time & resource management, etc. With 360-degree feedback, an organization can get hold of data which may not be readily visible to a manager. When you combine peer reviews with managerial views, an all-around perspective is easily obtained. In this manner, an employee can learn, improve, and move forth. During peer feedback, the workforce gets an opportunity to assess what their co worker's performance, their ability to work in a team, for instance. Thus, peer comradery plays an instrumental role in making an employee invest more in what they do and what they wanted to become.
An organization employs various methods to seek 360-degree feedback about its employees:
In most cases, the manager collects the feedback, analyzes it and gives constructive feedback to the employees. The main aim is to not overwhelm and confuse the employee with too much data.
Some companies employ 360-degree feedback tools which lets employees evaluate the different areas under assessment. Since the process is online, it comes with a plethora of advantages like instant data collection, quick analysis- to name a few.
Companies can also hire external consultants to manage the online survey process, collect feedback, analyze it, and discuss the results with the manager and employees. A joint plan is made by the manager and employee to work on the improvements.
Here are the key benefits 360 degree feedback brings to your organization.
While evaluating their colleagues, an employee gets an increased awareness and in-depth understanding of how they perceive others’ workplace behaviors and performance. Thus, 360-degree feedback increases their self-awareness. Once an employee receives a detailed idea about how they are perceived at work, it helps them to develop what’s amiss and improve what’s already good.
360-degree feedback provides a balanced view of an employee’s performance and traits from the immediate manager, peers, reporting staff etc. Consequently, an organization can uncover blind spots that are hard to uncover with the traditional performance review system involving just their supervisor. As a result, 360-degree feedback helps in the overall professional development of employees.
The 360-degree feedback review predominantly consists of facets that reflect the ideologies of the organization. Therefore, when an employee improves themselves on these key points, they are working extensively towards achieving the goals of the company. Employees thrive in a workplace culture that applauds achievements and focuses on personal advancement.
Studies have shown that when employees receive recognition for their work, it boosts their morale incredibly. Therefore, a 360-degree feedback system helps an employee to receive both positive and constructive criticism. When people feel that their peers and supervisors value their contribution, it directly translates into better employee engagement and job happiness.
360-degree feedback system goes a long way in improving employee engagement, satisfaction, and happiness thereby reducing employee turnover. When employees are engaged and happy, their productivity sky-rockets.
Receiving 360-degree feedback reviews helps to build a workplace culture where employees are honest with each other. Having a workforce that has a great rapport with each other benefits the company in multitude.
360-degree feedback system helps the organization to set up the required training programs to improve the skills and abilities of their employees. Having a well-trained, motivated workforce helps an organization effortlessly achieve their goals and vision.
Here are some of the features that makes SurveySparrow the ideal tool for your 360 degree feedback program.
SurveySparrow’s 360 feedback software helps you create highly customized and engaging surveys to collect actionable employee feedback and data. With features like question piping, contact params, and custom params, build smart surveys that are personalized for each employee. With diverse question types, like constant sum & matrix type, you can get hold of finer data while keeping the surveys conveniently short.
SurveySparrow’s recurring feature helps you set up and automate a complete feedback loop that brings in feedback routinely. Configure the time & frequency once, to share your 360 feedback surveys and forget about it. Feedback must be an integral part of any organization. Be it for their customers or employees. Thus, a 360 feedback software that helps to automate your feedback loop comes handy.
With a robust reporting module, analyze the employee feedback in-depth and gain rich insights. With advanced filters and cross tabulation features, compare responses and uncover the key pain points residing in your organization. Export reports in PDF, SPSS formats to peruse data offline.
With features like Audience Management and sub-accounts, cater to the diverse feedback requirements of the departments in your organization. Sort your employees into various teams, manage visibility using folders and slide into a single subaccount. Share surveys for marketing department and the HR, along with the key stakeholders can access them all using the parent account.
There are challenges involved with the 360-degree feedback system, not because it has flaws but due to the way in which companies implement it.
The impact of the 360-degree feedback system is positive when employees continuously work on the feedback they receive. Assure and ensure them that their voice is heard. For instance, plan effective training programs to shape up employees’ skills if there arises a need for skill development.
With busy schedules, target to meet, worksheets to complete, it is natural to neglect and ultimately forget about the 360-degree feedback review. Above all, it is imperative to understand that 360-degree feedback is a continuous, evolving process which gets better each time. It is a recurring process.
360-degree feedback is not a roundtable conference where a person under the limelight is bombarded with criticisms. Hence, employees must view it as an opportunity to identify how they can better themselves. Certainly, growth isn’t synonymous to correcting mistakes; it is improving their strengths and finding ways to leverage it that makes all the difference.
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