How 360-degree Feedback can help you master personal and professional growth

Employees are the heart of an organization. A performance review or employee appraisal system is critical for an organization to grow and achieve better results. 

The appraisal system has come a long way! Gone are the days when employees only got feedback from their managers. Today, 360-degree feedback has proved to be very beneficial. More than 85% of Fortune 500 companies have adopted and benefited from it.

This kind of feedback involves multiple stakeholders and is called a multi-rater system. An associate provides input for their manager and junior. Such feedback is vital as it helps the employee determine strengths and weaknesses.

Benefits of 360-degree feedback

360-degree feedback benefits individuals and organizations.

Helps in creating a productive workforce.

The feedback provides a well-rounded assessment by combining suggestions from managers, colleagues, juniors, and external stakeholders. It gives professionals a more comprehensive view of their strengths and helps them determine the areas that need work. This will further aid workforce growth and drive success.

Creates a safe and secure work culture.

It cultivates a culture of trust and honest communication since employees can be open about their feedback as it is collected anonymously. This makes employees feel valued and supported, increasing job satisfaction and motivation.

Identifies skill gaps to improve organizational performance 

360-degree feedback identifies skill gaps. It helps in targeted training and professional growth. When individuals work on interpersonal skills and teamwork, it improves overall organizational performance.

Fosters leadership qualities in employees.

This feedback system facilitates better self-awareness, which aids in identifying leadership potential and assists in succession planning.

Best practices for implementing 360-degree feedback

MediaCom, a leading advertising agency, used inFeedo’s Amber to connect meaningfully with over 2000 employees and increased ROI on employee engagement by 33x. MediCom didn’t have HRBPs in 12 out of 15 countries to check on the talent engagement pulse and interact with employees. 

They leveraged inFeedo’s Amber, the conversational AI chatbot, to listen to the employees and conduct regular surveys to get feedback. Analyzing employee feedback helped determine which employees are disengaged and at risk of resigning. 

While the benefits of 360-degree feedback are obvious and many, understanding the best practices to implement it is vital in ensuring it

Clearly define the purpose. 

First, determine the objective of the feedback, whether it's for personal development, performance appraisal, or team-building. Next, communicate the specific outcomes expected from the input to participants to ensure they understand the purpose and value of the process.

Enable confidential and anonymous feedback.

Anonymous and confidential 360-degree feedback empowers employees. To encourage open communication and honesty, enable participants to keep their responses anonymous and confidential. This will prevent fear of retaliation and create a safe environment for honest assessments, leading to more accurate and constructive feedback.

AI and machine learning powered Amber provides more than plain automated responses while talking to employees and measuring sentiment. It creates an environment of trust by being warm and empathetic. It helps employees to open up.

Collect feedback from a diverse group

Where applicable, aim to collect feedback from diverse raters, including managers, peers, subordinates, and even external stakeholders. This multi-rater approach provides a well-rounded perspective on an individual's performance, strengths, and areas for improvement. Balance the number of raters in each category to ensure no single view dominates the feedback results.

Provide training and guidelines for raters and recipients

Raters need guidelines on how to provide positive feedback, focus on specific behaviors, and avoid personal attacks. Recipients should know how to interpret and use feedback for self-improvement. Proper training for both will enhance the quality and effectiveness of the entire feedback process.

Follow-up with actionable steps

It encourages recipients to create individual development plans based on feedback. These should have actionable steps for addressing areas of improvement by leveraging strengths. Regular follow-ups help track progress.

Important questions to include in 360-degree feedback

When designing 360-degree feedback questions, it's crucial to craft them in a way that provides valuable insights into an individual's performance, skills, and behavior from different perspectives.

Communication Skills

• Do they actively listen to others' viewpoints and communicate effectively?
• Do they simplify complex conversations and make them easy to understand for others?
• Do they encourage open communication for discussion and dialogue?

Leadership and Management

• Do they set practical goals and objectives for their team or department?
• Do they carry out duties without issues and take accountability for the work?
• Are they good at solving problems and can supervise effectively?

Teamwork and Collaboration

• How well does the person work with others in a team setting and contribute to collective goals?
• Do they show respect to their team members and support them?
• Are they eager to help others and share knowledge to achieve overall success?

Problem-Solving

• Do they approach problems with a strategic mindset and develop practical solutions?
• Do they weigh the pros and cons before considering various perspectives?

Adaptability 

• How well do they handle change and adapt to new situations?
• Do they remain calm and resilient under pressure?
• Are they open to learning new ways to improve performance?

Interpersonal Relationships

• Do they build and maintain healthy relationships with colleagues and stakeholders?
• Can they resolve conflicts or disagreements constructively?
• Are they respectful and considerate of others' feelings and perspectives?

Time Management and Organizational Skills

• Do they effectively manage their time and prioritize tasks to meet deadlines?
• How well do they handle multiple responsibilities without compromising quality?
• Are they organized in planning and executing their work?

Professional Development

• Do they find opportunities for self-improvement and professional growth?
• Are they open to feedback and willing to address their weaknesses?
• How well do they use their strengths to achieve personal and organizational goals?

Streamline the Feedback Process

Implementing 360-degree feedback is critical for organizations. It requires mindful planning, adhering to the best practices, providing a choice to be anonymous and confidential, having diverse rater groups, providing proper guidance, and taking actionable steps. 

360-degree feedback can become a powerful tool for fostering personal and organizational growth. With AI, the feedback process can be streamlined, and organizations can use all the features that make inFeedo stand out.

Are you ready to transform your organization’s employee feedback process? Find out why 250+  companies have trusted inFeedo. Get started now.