360 degree feedback is one of the essential tools in an employee performance management system. The opinion about your employee’s performance is precious. However, in reality, many managers don’t work directly with their employees, therefore, they may not have an exact idea about their performance. And this is where 360 degree feedback comes into play.
In this post, we will learn what exactly is 360 feedback is, why organizations use it, and some best practices of 360-degree feedback?
What is 360 degree feedback?
360 degree feedback or 360 degree performance review is a performance management tool that involves multiple people like immediate managers, teammates, colleagues outside the team, clients, etc., to give feedback on an employee’s performance.
However, most employees don’t take 360 feedback seriously. This means they are missing out on essential feedback from multiple people and underestimating their performance evaluation and management efforts.
Feedbacks from managers can only go so far because spending only a few hours working with your employee in a week can make it difficult to know their performance the rest of the time. Moreover, managers will have a different perspective on their employee’s performance than colleagues.
On the other hand, 360 feedback gives you more comprehensive and richer insights into employee’s performance. The manager’s feedback is still included but is now supported by other team members who have different perspectives and experiences working together with an employee.
In the long run, 360 feedback enhances the workforce’s performance and experience by supporting them in becoming more organized.
Why is 360 feedback important for your organizational success?
You can use 360 degree feedback for the following reasons:
- To ensure your workforce is performing at the desired level
- Enhance performance evaluations accuracy
- Enhance the perception of fairness in the process
- To see how your employees are performing compared to their colleagues
Doing so will help you gather insights into improving your team’s performance and who should receive bonuses, get promoted, or be compensated.
Moreover, the perception of fairness in performance reviews enhances job satisfaction and builds trust and commitment to the organization. And employees also feel that they have been treated fairly.
Undoubtedly, with 360 degree feedback, you can enhance the performance of your workforce, foster development, communication, productivity, and efficiency as it involves giving reviews from multiple people.
Best Practices of implementing 360 degree feedback
- Avoid giving performance perspectives side by side, making it easier for an employee to see his performance reviews received from different people, including managers, peers, colleagues, or teammates. This can cause an employee question which significantly leads to lower performance.
- Encourage employees to give quality assessments: An essential part of any feedback is the qualitative component, which focuses on enhancing performance, not ratings.
- Encourage employees to feedforward: Encourage reviewers to give guidance on how an employee can improve or approach things differently in the future.
Real Examples of 360 feedback
Chris is a member of your sales team. As far as you are concerned, he is the team star because he has excellent sales skills and figures.
However, in anonymous 360 feedback, numerous clients expressed that they are unhappy with his customer service. Moreover, his colleagues also say that he is challenging to work with.
Rachael is an assistant in your team. She is quiet and has not stood out to other people. However, in 360 feedback, her teammates have praised her problem-solving skills, can-do attitude, and quick thinking.