The 360 feedback system is a distinctive way of letting your employees knows what the people they work with think of them. The feedbacks are all anonymous and their sole purpose is to assess the behavior and competency of individual employees. This kind of a feedback system aims at evaluating personal and leadership skills as well as their character and capability of contributing to teamwork. Here are some reasons why 360 degree feedback must be taken seriously:
Your employees can only become better than what they are by recognizing their weaknesses and getting appreciation for their strengths. This will help them tackle their drawbacks and work on enhancing their strengths. Self-awareness can help them become better employees and better coworkers gradually. As can be imagined, there are numerous benefits that can come from this. Not only will your employees put more effort into being better at their job but also in their overall performance.
Transparency of Communication
A 360 feedback can open lines of communication between the employees and make them better team players overall. As the opinions are all anonymous, there will not be any friction or chance of confrontation. In fact, the feedback will make the employees strive to communicate better with their team members as well as other coworkers. Transparency between individuals and departments will be highly beneficial for the company as a whole.
Performance Appraisal Tool
Although the 360 feedbacks are often used as a Performance Appraisal Tool, this might take away the core purpose of the feedback. If the employees taking the survey believe that their opinions will be used to measure someone’s performance, the survey might lose its authenticity. Also, the questions in these surveys are a different than what must be asked by an appraisal tool. Therefore, how the feedback will be used must be communicated well to the employees for better results.
Importance of Asking the Right Questions
It is extremely crucial to ask the right questions in the 360 feedback survey. In order to make it most effective, the questions asked must have relevance to the organization as a whole as also to individual employees. Asking the wrong questions might result in inaccurate answers and might also demoralize the workers. It must be kept in mind that the goal of the survey is to help the employees do better.
It is a good idea to get a good grasp of what can and cannot be assessed with this feedback. In order to get the best possible benefits from the 360 feedback system there are some important things that have to be kept in mind. This doesn’t help in determining whether or not the employee meeting the basic job requirements, nor is it focused on the technical skills of the employee which are specific to the job.
This feedback must not be concerned with things like sales quota, deadlines met, attendance etc. of an employee. Instead, this system seeks to take an overview of the subjective characteristics of and focus on skills such as planning, listening, and teamwork.