The 360-degree feedback has gained importance over the past few years in the HR sphere. This is true with the increased focus on the importance of a company’s appraisal process in driving improvements in an organization and employee performance. So let’s take a closer look at 360-degree feedback and how it can pay real dividends to your company.
You might wonder what 360-degree feedback is.
It is a technique of collecting positive as well as constructive feedback on employee performance as a part of the wider appraisal process. The traditional way includes gathering a variety of feedback from various sources, such as external stakeholders, managers, employee’s peers, and more. The feedback can be collected in multiple ways like via pen and paper, emails, verbally, or through an automated performance management system.
Performance management software enables employees the opportunity to receive constructive and meaningful feedback from more than a single source. This can be quite helpful. Depending on the job role, the employees may work closely with their colleagues or even with external stakeholders and would benefit from receiving structured feedback. Therefore, 360-degree feedback provides a mechanism for collecting opinions or views from multiple people to give employees in question a much more relevant and specific evaluation on their performance.
Receiving feedback from multiple sources can help employees to identify areas of success clearly and give opportunities for improvement across the entire spectrum of an employee’s role. Also, it offers specific ideas on how they can improve their performance. From the perspective of a manager, feedback takes away the pressure and helps them to get a clear picture of the employee’s work performance.
360-degree feedback can also be an excellent technique to promote efficient communication among employees. It encourages an honest and open organizational structure where areas of opportunity are supported and identified and success is celebrated. This feedback is more collaborative with the teams working together to enhance both organizations as well as personal performance in a culture where the on-going self-development is celebrated and encouraged.
It is significant to develop valid and useful questions for the employees and evaluators to acquire the feedback you want. Leveraging a competency framework will enable you to ensure consistency, fairness, and clarity. You need to ensure to tailor the survey to the employee’s language and culture if you have staff throughout the world. Competencies and expectations may differ between countries and you need to ensure accurate and fair ratings.
It is true that 360-degree feedback can be a useful tool in the performance management process, but implementing it can be quite challenging if it is not done with care. More employees may ask for feedback making the managers tangled up easily in sending feedback requests along with tracking, chasing, and collating the information, especially when done manually.
By simplifying and streamlining how the feedback is requested and handled is the key for managers as well as for the employees to get the best results from the process. Automation is the best way to achieve this. Paper-based feedback forms and email requests for feedback are difficult to track and may be lost or misplaced.
Moreover, achieving consistency across various questions asked and different employees can be tricky. Automating the performance management process enables managers to request feedback by a simple touch, selecting the type of frequency of feedback and collating results automatically by the employee.
A cloud-based performance management tool has a robust 360-degree feedback component, providing users with customizable workflows and useful reporting features. It is very easy to create a list of feedback forms, with the options to create alerts or reminders to chase completion. These feedback results can be saved online and integrated into an employee’s performance appraisal document. It allows the managers or seniors to draw comparisons and evaluate themes, and ultimately present the feedback in a useful and meaningful way to their team members.
SutiHR takes the stress out of the 360-degree feedback process by completely eliminating manual processes like using paper and email-based forms. It ensures that the process is easier to manage, thus offering both managers as well as employees a greater variety and higher standard of feedback as an integral part of the performance appraisal process.
Charles Harden is a freelance content writer at SutiHR , who frequently writes articles on Cloud
Computing/SaaS, HR, Business and ERP trends.