360 degree feedback, a tool to maximize employee performance
360 degree feedback is a multisource performance review to evaluate employee’s strengths and weaknesses from those who are most aware of his or her daily work. This evaluation allows for an employee to be evaluated in an inclusive, anonymous fashion that they can perceive as accurate. Additionally, the employee reviews him or herself on the same survey to draw attention to gap scores. The employee then receives a comprehensive report of the findings and ideally a followup action plan to help foster positive change.
These 360-degree feedback reports provide benchmarks for individual improvements and the means to track company-wide goals. The success of 360 degree feedback generally influenced from the implementation and followup strategy, which change based on the type of industry and corporate culture.
- 360 degree feedback
- Multi-rater appraisal
- Multi-source assessment
- 360 degree review
- Multi-source feedback
- Full circle appraisal
- Comprehensive Review
Who conducts the ratings?
360 degree feedback is conducted by those who are most aware of an employee’s daily performance. This can include managers, peers, a boss, or even customers. The stakeholders who are involved in this employee’s daily work life are given an anonymous link to fill out the survey. The subject, or employee, is also given a link to rate himself or herself on the same survey through a self evaluation. This variety of stakeholders allows for an accurate, comprehensive view of how an employee is perceived in an organization and an accurate snapshot of how their goals align with the company’s vision.
In terms of setting up this survey, 360 degree feedback is advantageous because it does not need to be administered by a human resources professional. Vision Metrics, for example, offers the preformatted flow and an extensive database of questions that can be selected so that no experience is necessary in administering the survey. It is important, however, that the company-wide goals are set by the upper level management so that objectives can be reached.
The 360 degree feedback process is a company-wide process as it involves all stakeholders.
What is the purpose of a self evaluation?
The employee is asked to review him or herself on the same 360 degree feedback survey that the other stakeholders will also evaluate. This personal evaluation helps to mitigate bias as the attention is drawn to gap scores and not the raw scores. It ensures that there is always room for improvement and adds another trusted dimension to the data. Also, a self evaluation offers an overview to the employee of which specific competencies are important in the job, drawing attention to the general expectations they are expected to perform daily. Even prior to receiving these results, the overall performance of an employee should go up once they are aware of which skills are essential for top performance.
What are some competencies that 360 degree feedback can measure?
- Work Ethic
What are the advantages of 360 degree feedback?
- Enhanced communication and positivity
- Motivation for continuous improvement
- A trusted platform for honest feedback
- Draws attention to hidden strengths or weaknesses
- A consistent company goal
- Reduces training and development costs
- Quantifiable metrics to track development
Why Cloud Technology?
Feedback in the cloud offers real-time data and analytics so that quantifiable results are always just a click away. This keeps the process paperless to ensure full anonymity, and therefore, more accurate feedback provided by employees. In the cloud, 360 degree feedback can be performed anywhere, giving access to a global scope and more comprehensive performance reviews. Cloud technology makes feedback more scalable, easy to set up and transfer data, and able to deploy anywhere around the world.
The software updates automatically, so it takes the stress out of implementing the technology, leaving more time to evaluate results and drive improvement within your organization.
What do the final deliverables consist of?
Generally, the 360 feedback administrator is handed a PDF report of an employee’s comprehensive report. The individual data sets remain anonymous by the 360 degree software company to ensure the trust in those providing the review. This PDF consists of charts and graphs to depict the data peers have provided compared to the individual review. Sometimes HR professionals just hand the employees the data, though a more thorough analysis is recommended. Some companies even hire a third party consultant to analyze this feedback in greater depth and create a behavioral action plan to help drive positive change.