The process of 360 degree feedback involves obtaining feedback from an employee's peers, subordinates and managers. These individuals report to, or are reported to by the employee in question and therefore have first-hand experience as to how these individuals operate under pressure. This process can provide employees as well as managers with valuable insight into how they may be perceived by their colleagues.
Not all organizations require participation in the process of 360 degree feedback. However, for those that do choose to implement this process it can provide managers with valuable information about their interactions with employees as well as how they are perceived by their colleagues.
Benefits of the 360 degree feedback process include:
360 degree feedback tends to provide more accurate results than single-user feedback, and the varying perspectives included allow the analyzer to form an almost multi-dimensional view of the individual being rated. Another benefit of 360 degree feedback is that it tends to be an anonymous process.
Those providing feedback are not required to disclose their identity, which eliminates the fear of retribution for speaking up about an issue. A team member who might be hesitant to share concerns through other employee feedback methods can be empowered through the anonymous nature of the survey, and the individual being rated is able to view negative or constructive feedback as impersonal ratings rather than opportunities to hold grudges.
A 360 degree feedback program begins with the development of a questionnaire. This can either be done in house or outsourced to an executive coaching company. Good questions are key to an effective survey. Best practices include using questions that are clear, concise and representative of manager behaviors. For example, a question asking about collaboration may ask the respondent to rate how often their manager shares information with peers or participates in team meetings.
After the questionnaire is prepared, employees and their managers should be presented with instructions on how to complete the assessment. It is customary to give employees as well as managers time between receiving their questionnaire and completing it to allow for the processing of information gathered.
The process of 360 degree feedback is typically formed within an organization in one of three ways:
In the words of one participant: "The process of 360 degree feedback is an important process for both employees and managers. It can be a great way to communicate with each other and learn new things about different aspects of the work we do."
When completed questionnaires are received the data is analyzed and condensed into a report, which is shared with the manager and other relevant parties. The final step in the process of 360 degree feedback involves working with the manager to determine how best to address weaknesses that were pinpointed in the survey. For instance, targeted employee development courses may be made available. If the review process highlighted leadership issues, remedial work on leadership effectiveness may be assigned.
More and more employers are realizing that not everyone has to be in the same place for them to collaborate effectively. While working remotely can be challenging, it also provides lots of positive opportunities that aren't possible when everyone is in one location.
Remote teams may use the 360 feedback tool in a slightly different manner than their counterparts in an office. Because teams are constantly communicating via technology, they may find that the 360 degree feedback process is less formal and more frequent. In addition to the traditional 360 degree feedback questions, remote team members can be encouraged to use constructive feedback software like the free Slack app Matter.
A formal 360 degree appraisal for remote teams is usually run through third party feedback software which makes gathering and analyzing the information simple and convenient. 360 surveys may be scheduled annually and semi-annually, and require very little input from the HR department or managerial staff.
Through the 360 performance feedback process remote teams can benefit in much the same way that office based teams do. For example, managers may find they need to become more process oriented in their approach to managing employees. However, in addition to process oriented leadership development, remote teams may also benefit from a 360 performance evaluation by learning about their overall successes and areas for growth when working together. The 360 degree assessment process can be an effective morale-booster as employees learn how they are appreciated by those they work with.
The 360 degree performance appraisal process can be an important tool for both managers and employees in an organization. The process helps provide each participant with a unique perspective on the other, allowing them to better work together and positively collaborate.
A multi rater feedback process is most effective when managers are open to receiving honest feedback about their leadership styles. The 360 review helps employees and managers communicate with each other in order to become more productive at work. Employees receive valuable insight into how they are perceived by their colleagues, while managers develop better leadership.
The process of 360 degree feedback process can be a key element in retaining quality employees as well as providing employees with an opportunity to develop their leadership skills. In the end, it is up to each individual manager and employee to determine how they will use the 360 degree feedback tool available to them. Whether it is for performance evaluation, morale boosting, or employee engagement, a 360 degree feedback system can be customized to meet your goals.
