Many organizations avoid doing 360 degree feedback and employee evaluation due to the complications of the process. However, it is a powerful tool that will help the employees to enhance their performance, specifically at the higher management level.
The basic goal of 360-degree evaluation is to gather feedback about the performance of the employees with the help of the opinions of fellow team members who interact with them.
The team members mostly include peers, reports, or the employee’s manager. Sometimes, the employee on whom the feedback project is going on can also fill out a form and submit it.
A 360 degree feedback centers around the primary targeted segments and is done by asking to give ratings based on a scale of 1 to 10. The responses to this feedback are completely anonymous and confidential.
What Are the 360 Degree Feedback Advantages?
The 360-degree survey comes with the below advantages to the employer.
- Opens communication channels
It helps the employees comment on each team member’s working process, and create an open communication environment suitable for addressing and resolving problems. It also creates an accountability sense within the team.
- Good multiple sources feedback
Getting feedback from supervisors and peers will help an employee become more productive than receiving feedback from others.
- Career development
It also provides valuable insight to an individual about what they should do to advance in their careers. With the help of 360-degree assessment, a person can also know what areas they are doing well and what segments they need to work on.
- How to use 360 degree evaluation as a performance-improving tool?
360 degree evaluation is one of the most powerful performance-improving tools compared to conventional evaluation systems. It is because 360 degree feedback offers the employer an accurate and more holistic performance view, reduces subjectivity and biases, and improves employee motivation and self-development.
- What are the 4 phases of 360 degree feedback?
360 degree evaluation includes the following phases.
- Selecting the group
At first, you have to determine from whom you want to get feedback, like manager to subordinate, peer to peer, departmental, or everyone. Selecting a proper group will assist you in concentrating on the best result.
- Reviewing the 360 degree evaluation
The group will require feedback to make action plans and move forward. Try to incorporate more ways to increase the participation rates and collect as much accurate and clean data as possible.
- Implementing software and analytics
You can incorporate renowned software with Sentiment and NLP (Natural Language Processing) Analysis. It will assist the employers in getting valuable insights from the 360 degree feedback.
- Closing the feedback loop
Always review the feedback to internalize the information presented, highlight their strengths, and work to improve their performance.
- How to give feedback in a 360 degree evaluation?
The best way to give feedback about an individual is with complete honesty. It will help them in their improvement and progression. Remember, the 360 degree feedback‘s main motive is to improve a person’s performance, which is only possible by being true about them.
360 degree survey is about improvement and introspection of the employees for the employers. It is to work on the areas of weaknesses and strengths. Thus, if you also want 360-degree insight into your company’s team or individual members, there are customized solutions available online to meet the requirements.