As your company grows and becomes far more interconnected, reviewing your employee’s individual performance rarely occurs in isolation. In order to have a better understanding of their capacity, it is necessary to obtain insights from the stakeholders they tend to interact with on a regular basis. 360-degree feedback survey as a performance and growth assessment tool has been widely used for quite some time. The data collected from these anonymous reviews not only serve as metrics for long-term growth but also provide a deeper insight into what truly makes your employees happy, satisfied and engaged.
Often 360 Degree feedback draws criticism from HR administrators because of the cumbersome process they have to endure, mostly due to the antiquated methods of data collection added with the difficulty of asking the right questions. Well, it doesn’t have to be like that! Through ensuring a supportive company performance policy, collective discussion of the survey questionnaire and proper implementation of conclusions drawn from its results, your employees can considerably benefit through enhanced self-awareness, having understood their areas of strengths and improvements.
Although easier said than done, it can truly be a challenge for any business deciding to implement a 360 process that ensures successful, unbiased feedback. As Humi Hr launches our very own 360-degree feedback tool, we would like to share some useful insights on how to successfully conduct a meaningful review.
Purpose: Finding the true intent behind conducting a 360 feedback is the first step you need to take. Some companies choose to use it for the purpose of assessing individual growth and development while others strictly for performance. In order to prevent employees from over inflating their feedback, striking a perfect balance to your purpose is the key.
Training: Being able to provide constructive feedback is not just a skill but an art. If your employees are unable to critically assess their performance and provide meaningful insight about their peers, data collected from these surveys will not paint the right picture. Before you decide to implement your 360 processes, how about educating them on receiving and providing constructive criticism?
The right competencies: Your 360 review will always be only as good as the questions being asked. Therefore, focusing on the right questions is absolutely essential. Are you sure you are not asking questions that are confusing your participants? What about thematic relevancy for the competencies that you have chosen? Take the time to discuss what insights you would like to discover with your team as a part of your evaluation.
Taking the right action: The data collected from a 360 feedback can be very powerful if utilized correctly. Due to the anonymous nature of these surveys, your employees will be inclined to provide insights that wouldn’t just naturally surface. To ensure that the collected data has the desired impact on your company, make sure to create a timeline that executes actionable strategies addressing the shortfalls. Take the time to explain how the results will be implemented. By doing so, your employees will feel their voices being heard.
The 360-degree feedback module is a part of our performance management system we created at Humi to simplify your HR needs. We constantly strive to create endless possibilities by not only crafting the best software but also through ensuring that you and your company have a meaningful and rewarding experience, all for FREE!