How To Conduct 360-Degree Feedback Effectively

360-degree feedback effectively

Organizations in the modern era are dependent on multiple methods for taking feedback – staff wellness surveys, customer opinion surveys, employee performance appraisals and many more. Amongst this bunch, the 360-degree feedback has come out to be the most significant and effective one. These have been known to be extremely effective in driving changes and results in the organization.

360-degree feedback effectively

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As the name suggests, 360-degree feedback is the method of feedback that serves as an angle form of performance appraisal. Such reviews are not limited to the employee’s performance of the job but also consider the attitude, behavior, and interaction of the employee with other organizational members. Centered on anonymous feedback, the input is fetched from the employee’s colleagues working in the same range of business areas and roles. 

As 360-degree feedback takes place anonymously, they are an incredible route for garnering honest and unfiltered feedback from multiple sources at once. Such a method of feedback also minimizes the room for any kind of conscious and unconscious bias on the part of the manager. 360-degree feedback goes a long way in providing the employees and teams with the motivation they require to stretch themselves and attain all of their objectives. Since employees receive feedback from all directions in the organization, there are numerous roles involved in an effective 360-degree feedback process:

a. An administrator for evaluation (generally the HR employee)

b. A manager who supervises the employee 

c. Four to five team members who have been working directly with the respective employee

d. Customers with who the employee has been communicating with 

Employees get feedback from all the respective professionals by answering the questionnaire created by the evaluation administrator. A performance rating on a scale from one to five is typically given to the employees. Organizations often provide an option to leave written comments in regards to the employee’s skills and abilities as well. 

What are the benefits of having the 360-degree feedback process in the organization?

Development of self-awareness

Having employee feedback software has become a necessity for organizations in today’s time, no matter what industry they belong to. As 360-degree feedback is highly effective, it enables the employee to become more aware of themselves. It is like getting to know oneself in a better and clear way. This serves as an assessment that highlights the strengths and weaknesses of the employees and teams of the organization. This is one of the best processes to uncover the blind spots in the organization.Boosts morale and builds confidence

Having employee feedback software that facilitates 360-degree feedback is one of the best things you can do to inject a significant boost in the confidence of your employees and leaders. Positive feedback will serve as an incredible source of motivation for your organizational leaders. On the other hand, honest and constructive feedback more often than not leads to improvisation in the performance and results. When your leaders, employees, and teams gain more confidence, they are likely to perform in a way better manner to guide your organization towards success. 

Enhancement of accountability

Facilitation of accountability is one of the best benefits of incorporating a 360-degree feedback system in your organization. Accountability is extremely essential for organizations that want to grow and prosper. Organizations will be able to hold their employees, teams, and managers accountable, but on a positive note. By establishing a culture of accountability in the organization, the 360-degree feedback system ensures that there is a significant enhancement in the responsibility and performance of the employees. 

Conducting the process of 360-degree feedback effectively 

Of course, getting your organization employee feedback software is a necessity but the work doesn’t end there. To ensure that you are conducting the process of 360-degree feedback effectively, make sure to follow the below-listed points:

Communication with the stakeholders

The process of 360-degree feedback will only deliver the promised result only when you have the full buy-in of all the stakeholders of the organization. This is why it is extremely crucial for you to communicate with all the stakeholders your reason for using this process, how it is going to be implemented, and how the feedback will help them and the organization as a whole. 

Commence with a pilot group

Before you decide to roll out this feedback process for the whole of your organization, it is recommended to commence the process with a small pilot group. This will help you in establishing the 360 feedback process in an extremely smooth and clear manner and will prevent your employees and teams from feeling overwhelmed. Moreover, the pilot members will encourage the rest of your organization to participate in this process of feedback. 

Go for an effective employee feedback software

The entire procedure of 360-degree feedback, assessment, and training can eventually become a bit hectic, especially when your organization is operating on a large scale. To ensure that the entire process initiates and runs in a smooth manner, make sure you go for an effective and agile employee feedback tool. Having such a tool will ensure that the feedback is given and taken in a completely effective manner.

Having employee feedback software has become a necessity in today’s time as one cannot implement 360-degree feedback or any other type of feedback without a robust tool. For more assistance regarding employee feedback and engagement, make sure to reach out to us today. 

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Gaurav Sabharwal


Gaurav is the CEO of JOP (Joy of Performing), an OKR and high-performance enabling platform. With almost two decades of experience in building businesses, he knows what it takes to enable high performance within a team and engage them in the business. He supports organizations globally by becoming their growth partner and helping them build high-performing teams by tackling issues like lack of focus, unclear goals, unaligned teams, lack of funding, no continuous improvement framework, etc. He is a Certified OKR Coach and loves to share helpful resources and address common organizational challenges to help drive team performance. Read More

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