An important development tool for colleagues, supervisors and employees.
Those providing the performance reviews may need an orientation for 360 degree feedback, as it needs to be impartial and positive rather than based in opinion.
Reviewers should remain anonymous in the process to encourage open and honest feedback and circumvent any workplace hostility that may arise.
The feedback should encourage the recipient to build on their performance and provide specific suggestions for how they would begin to do so.
All respondents need to engage with and complete the survey. The longer a survey is, the more likely it is to cause fatigue, and the lower the completion rate will be.
For this process to be effective, all parties involved need to be willing to incorporate the feedback. This applies both the recipient of the feedback and whoever manages them.
These evaluations should be performed regularly to set goals and measure results over time. This will ensure recipients are motivated in their development.
360 degree feedback is a highly effective method of providing team members with a constructive and unbiased performance appraisal. It aims to develop skills and behaviours in the workplace by identifying strengths and weaknesses.
The goal is not to criticise an individual on what they do wrong. It is to endorse their strengths and highlight areas for improvement.
360 reviews should be taken from a number of sources, which can be internal and external to your organization. A manager should always perform a review, and then a further 8-10 from colleagues, subordinates and stakeholders. The person receiving feedback should also perform a self-evaluation.
360 degree feedback should measure a number of competencies that encompass the entirety of an employee’s role. E.g. Creative skills, customer interaction, communication and leadership.
Any events or incidents should be accurately reported. This is to gauge impact in the workplace and whether their behaviour is consistent with organizational goals. These should be based in fact and not in opinion or ‘feeling’.
All responses, including the self-reflection, should be collated as an average for the 360 evaluation of the recipient. You should also compare the results of the self-reflection against the larger group to identify the recipient’s ‘blind-spots’.
Blind-spots are areas where the recipient’s self-evaluation differs to that of the reviewers.
KwikSurveys has two question types that allow respondents to rate items along a scale.
These multi raters are useful for when you’re rating multiple items against the same scale.
E.g. Very Bad – Bad – No Opinion – Good – Very Good.
Opinion Scale/ Slider
These survey questions allow respondents to rate something on a numbered scale.
E.g. “On a scale of 0 to 10, how would you rate Jim’s problem-solving skills?”
Where statistical data from rating questions is useful to get an overview of an employee’s performance, that data can be one dimensional.
Open-ended questions provide the space for ‘free form’ answers and allow for more in-depth feedback.
These are essential to 360 degree feedback surveys because you’ll need specific examples of when performance was of a high standard and where there was room for improvement.
As you’ll be selecting a respondent pool for the 360 reviews (i.e. team members and stakeholders), you’re likely to be distributing your survey by email.
However, we know that people are likely to be bust and may miss survey invitations in their inbox every now and then.
KwikSurveys allows you to send reminders to those respondents to ensure you get the feedback you need.
Even though your responses should be anonymous, to encourage honesty, you may still collect information concerning the respondent’s position or department.
This way you’ll collect feedback on how the employee interacts with other teams or department. For instance, they may work well with marketing but not as well with human resources.
KwikSurveys give you the ability to compare responses between individuals or sets of respondents. So, you’ll be able to compare all of the marketing staff’s reviews against those from HR.
All the feedback you collect from respondents is automatically compiled in to a report. In that report, you’ll have access to both the individual responses from each person who provided feedback and the collated results.
These collated results will represent the 360 review and constitutes most of the information you’ll need to evaluate performance.
Add comments to sets of feedback to draw conclusions on their performance and share the final report via a URL link.
As we mentioned in our tips for 360 degree feedback, you’ll need to perform these assessments repeatedly.
However, it wouldn’t make sense to create a new survey every time you want to review an employee’s performance. This is because you’ll need to compare recent and historical data to monitor improvements.
Although you could do that manually, by printing and comparing results, KwikSurveys allows you to compare two feedback runs against one another.
You can use the filtering feature to segment reports by date or the comparison tool to contrast this most recent review against a previous one.