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Everything You Need to Know About Going 360 With Your Feedback

Everything You Need to Know About Going 360 With Your Feedback
From Recruiter - January 27, 2017

Performance reviews shouldntjust be annual meetingstheyshould be opportunities for development and coaching.

Shockingly, only52 percent of companiesconduct annual performance reviews. However, there are many approaches a company can take when delivering employee feedback. Onegrowing option is360-degree feedback.

When you first hear the term 360-degree feedback, you may feeloverwhelmed. It can be a lot of information to handle, and it may sound complicated. Getting your employees used to a 360-degree review process may also take a little effort, but it will ultimately be worth it.

Here are the basics when it comes to360-degree feedback success:

Understanding 360-Degree Feedback

When it comes down to it, 360-degree feedback is exactly what it sounds likefeedback from around the circle. It is a system or process in which an employeereceives feedback from multiple sources. These sources are typically colleagues, direct reports, and managers. A360-degree review will often also include some form of self-evaluation. The goal of this process is to allow the entire team to help each other develop skills and address any potential weaknesses.

There are multiplebenefits when transitioning to a 360-degree feedback system,including the following:

1. Open Channels Of Communication

Adopting the 360-degree feedback system allows employees in the company to comment on each others work. This fosters a communication-rich environment in which it is easy to address and resolve problems.

The overall communication process is improved, and issues that could potentially cause problems are often solved before they cause any damage. Effective communication makes an organization4.5 times more likely to retain itsbest employees.

2. Better Feedback From Multiple Sources

Receiving feedback from peers, supervisors, and oneself allows for a more well-rounded and substantial review compared to a process that relies on feedback from just one individual. Employees are able to receive feedback more frequently, and peer feedback is just as beneficial as feedback received from superiors. In fact,88 percent of employees who receive peer feedback are happier with their jobs.

A 360-degreereview also allows trends and patterns to become clear. For example, lets say an employee is always looking for different ways to help other departments and collaborate. While a supervisor might not have seen anyof this, colleagues from these departments would be able to praise the employee for their hard work. In this case, a 360-degree feedback process allows team members to recognize good work that may have otherwise gone unnoticed.

3. Team Development

The 360-degree feedback approach helps team members work more effectively together. Team members who give each other feedback create a sense of accountability when providing their input on each members performance. A well-implemented 360-degree system can allow for improved team communication and development. Team communication is important, with 33 percent of employees saying a lack of open, honest communication has the most negative impact on employee morale.

4. Career Development

A 360-degree feedback process provides employees with excellent information about what theyneed to do in order to further their careers. It also keeps them engaged in their current roles: 98 percent of employees say managers who give them little or no feedback fail to engage them. A 360-degree process gives an employee many opportunities tolearn what they are doing well and how they could improve.



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