360 surveys, also known as multi-rater or multi-source feedback surveys, have become increasingly popular in organizations as a way to provide comprehensive feedback to employees. Within a 360, feedback is gathered from multiple sources, including managers, peers, direct reports, and other stakeholders. The 360 survey process helps to provide a more well-rounded view of an employee’s performance, allowing for targeted development plans and increased accountability. In the first part of our two-part series, we will explore 5 ways that organizations can use 360 surveys for effective employee feedback.
Identify Strengths and Weaknesses: 360 surveys provide a more comprehensive view of an employee’s performance by gathering feedback from multiple sources. This enables organizations to identify employees’ strengths and weaknesses and create targeted development plans. For example, a study by the Society for Human Resource Management found that 360 feedback was most commonly used for development (96% of respondents) and identifying strengths and weaknesses (94% of respondents).
Improve Employee Engagement: By soliciting feedback from a wide range of sources, 360 surveys make employees feel more engaged in the feedback process. This can lead to increased job satisfaction and a stronger sense of commitment to the organization. According to a Forbes article , “When employees feel that their feedback is valued, they are more likely to feel invested in the company’s success and motivated to do their best work.”
Increase Accountability: 360 surveys hold employees accountable for their performance by gathering feedback from multiple sources. This can help to create a culture of accountability within the organization. According to a Gartner report, “360-degree feedback can help to create a culture of accountability in which employees take responsibility for their own performance and hold themselves accountable for achieving results.”
Develop Leadership Skills: 360 surveys can be a valuable tool for developing leadership skills by gathering feedback from peers, subordinates, and managers. This feedback can be used to identify areas for improvement and create targeted development plans. A Harvard Business Review article states that “The most successful leaders use 360-degree feedback to identify blind spots, improve self-awareness, and drive personal development.”
Provide Clear Expectations: 360 surveys can be used to communicate clear expectations to employees. By gathering feedback from multiple sources, employees can gain a better understanding of the expectations for their role and how they are expected to perform. According to the Center for Creative Leadership, “360 feedback can help employees understand the expectations for their roles and create a shared understanding of what good performance looks like.”
Sources:
Forbes. (2017). 6 Reasons Why 360-Degree Feedback Is Essential For Your Company’s Success.
Gartner. (2019). 360-Degree Feedback: The Pros, Cons and Best Practices for Evaluating Performance.
Harvard Business Review. (2018). The Pros and Cons of 360-Degree Feedback.
Center for Creative Leadership. (2021). 360 Feedback.
