360 Degree Feedback – Get Your FREE Report
When it is done properly and sensitively, positive or constructive feedback is valued by the majority of people and can be extremely helpful to the company and the individual. However, in spite of the evidence that sustains this argument, people still leave businesses because of the lack of this very feedback, so it could be considered crucial to make sure that your business is able to provide feedback to its employees. To do so is sensible because it enables you to discover the areas in which your employees may need assistance in skills development to in turn increase their productivity.
So, why do we have 360 review? This concept has resulted from a need to increase both the frequency and quality of feedback to individual workers. It is more than the usual annual appraisal, where you visit the manager’s office to be told what you are doing well and how you can improve.
Throughout time it has been the job of the manager to give this feedback and as a result of increasing workloads, the feedback has not always been comprehensive. 360 degree feedback increases the circle of feedback and includes not only the manager’s comments, but also peer evaluation, self evaluation and direct reports. What results at the conclusion of this process is a comprehensive report that provides the individual with a comparison between how they perceive their performance and that of their associates. This report will then allow them to make any necessary changes through a targeted improvement plan.
There are a number of positive aspects to 360 degree feedback: the perspective that employees gain concerning their behavioural weaknesses gives them the ability to manage their careers effectively as they address interpersonal skills and leadership abilities and the business benefits from a productive workforce that has both a high level of skill and great experience.
What are the main components of a successful 360 degree feedback process?
There are six components.
1. Top management must have ownership of the process and support its implementation. Employees need to gain the skills necessary to provide constructive feedback. Most importantly, managers must be willing to use the skills that they have attained to provide any relevant ongoing coaching.
2. Each survey carried out should have a connection with the ethos of the business and any specific skills sought and considered necessary for the success of both the business and the individual.
3. All those involved in the rating process are required to attend a 360 orientation. This is where they will learn that 360 is to be used only as a developmental tool and not for performance appraisal. The confidentiality of responses and the process of surveys is to be stressed, reassuring both the “raters” and those being rated.
4. Questionnaires or surveys are filled in. Most of these surveys are filled in online where special encryption software can guarantee the security of the data collection.
5. Completed surveys are collated and placed into a report which includes verbatim comments and then given to the individual in question. The report should be easy to read. Senior management is presented with a summary of the group, in which the ratings are tallied numerically, indicating strengths and weaknesses as a group. Such information is useful to make decisions regarding training to coincide with the needs of the group.
6. Coaching that is considered necessary for improvements is then given to those requiring it. Impartiality is one of the best qualities of a good coach as is their ability to focus on realistic, useful goal setting. It is also appropriate for managers to adopt the role of coach as it will help to cement any skills gained and guarantee accountability.
How can this be successfully implemented in your business? The deciding factor is the amount of effort you are willing to put into the process. The level of improvement has a direct correlation with the amount of feedback and support that is provided. 360 degree feedback has the potential to be extremely powerful in generating feedback and consequently to make changes in your business.
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Thanks for this – Whilst 360 Degree Feedback can be used as part of the performance management/ appraisal process, our experience would suggest that it works best when used for developmental purposes at management level.