360 Degree Feedback gives an end-to-end view of the performance of employees in an organization.

360 Degree Feedback

Everything you wanted to know about 360-Degree Feedback, right from the basics.

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What is 360 Degree Feedback?

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.

Create

Craft engaging online surveys to collect quality feedback

Share

Utilize all available platforms to maximize the visibility of surveys

Conclude

Gain inestimable insights and new perspectives from results

Strategize

Take actionable measures based on survey results uncovered

How powerful are peer reviews?

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.

How to Build a 360-Degree Feedback System?

An organization employs various methods to seek 360-degree feedback about its employees:

What are the benefits of 360-degree feedback?

Here are the key benefits 360 degree feedback brings to your organization.

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Advances Self-Awareness

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.

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Provides a Balanced View

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.

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Builds an Open Culture

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.

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Boosts Employee Engagement

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 employees feel that their peers and supervisors value their contribution, it directly translates into better engagement and job happiness.

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Reduces Employee Turnover

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.

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Coworker Rapport

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.

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Training Programs

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.

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How can SurveySparrow help you with 360-degree Feedback?

Here are some of the features that makes SurveySparrow the ideal tool for your 360 degree feedback program.

Simply 360 feedback data collection

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 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.

Create 360-degree Feedback Surveys that are interactive and collect pertinent feedback from employees.
Multi-channel survey share options

Automate your feedback loop

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.

Slice and dice the employee engagement data to gain rich insights and improve your program.
Automate your 360 degreee feedback collection

Analyze feedback data in-depth

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.

Analyze the 360-degree feedback results to gain rich insights and new perspectives.
Study the data using the reporting module & gain rich insights

Manage multi-department feedback

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.

Manage multi-department feedback using sub-accounts and teams efficiently.
Centralized billing, multiple sub-accounts, and teams for easy manageemnt
Integrate with your day-to-day applications easily.

Integrate with any
day-to-day app of yours

Create workflows using webhooks.

Webhooks

Connect different apps using API

API

Integrate different applications using Zapier.

Zapier

Create efficient workflows and execute tasks.

Workflows

What to avoid in 360-Degree Feedback?

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.

Creating the right impact

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.

Forgetting the follow-up is

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.

Deducing the feedback correctly

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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