Assess an employee's skill and personality gaps as perceived by others
Find high-potential employees with exceptional intelligence, agility, and leadership abilities.
Before you begin the performance review process, 360-degree feedback ensures you have a complete picture of each employee.
Use 360-degree feedback to determine the level of organizational competency, identify potential successors, and plan succession.
The process of conducting a 360 degree feedback survey is straightforward, beginning with creating a questionnaire and culminating in the presentation of results and subsequent discussion of an action plan for capitalizing on strengths and addressing weaknesses or blind spots with the employee being evaluated.
The 360 degree feedback survey process involves the following steps:
1. Develop an employee 360 degree feedback survey questionnaire.
This questionnaire measures different aspects of a person's behavior and interactions, including communication, teamwork, leadership, initiative, and judgment on a 5-point Likert scale. Employees can also provide additional feedback via open-ended questions.
2. Ensure that feedback providers' identities are kept confidential.
If you want to collect the most accurate and candid feedback from your feedback providers, you must protect their confidentiality. Even though the survey isn't meant as a personal attack, constructive criticism can lead to uncomfortable conversations in the office.
Consider summarising responses to feedback to ensure that feedback providers' identities are protected, and nobody is singled out. This can preserve the anonymity of participants whose answers stand out while ensuring genuine results.
3. Conduct orientations and training before the 360-degree feedback survey is sent out.
As part of the feedback process, employees must receive training on applying the results to their professional development. Therefore, it is essential to provide employees with training on 360-degree feedback surveys so they can ask questions and learn about them. It is vital for them to have this understanding so that they can answer the questions honestly and openly.
4. Distribute the surveys to the employees.
Make sure to include detailed instructions with the survey so that everyone who receives it understands their role and how they can best contribute.
5. Perform data analysis
It may be easier for you to analyze your data by department or team. It makes it easy to identify the strengths and weaknesses of an organization, which can then be used for training and development.
6. Create, review, and distribute results
Once the analysis is done, hold a review meeting where employees and managers can discuss the results and set goals.
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