Blog 360 degree feedback systems are a powerful way of helping employees reach their potential and grow within an organisation

Make your 360 degree feedback process more effective

Friday, 11 November 2018

Effective 360 Degree Feedback Process360 degree feedback systems are a powerful way of helping employees reach their potential and grow within an organisation. Receiving valuable and accurate feedback can help employees grow in so many ways. 360 degree feedback allows employees to easily identify training opportunities, to further grow their skills and develop in their job role or function. When implemented successfully, 360 degree feedback can also improve employee engagement and efficiency, by identifying areas of weakness and learning from that to grow through the business.

It is often assumed that as leaders and managers grow in an organisation, it becomes more difficult to obtain accurate information about employee internal behaviour. 360 degree feedback assessments allow employees and managers to receive anonymous feedback from colleagues and supervisors. The assessment tool analyses their organisational competency, diving into collaboration, leadership, agility, responsibility and much more.  After analysing each of the competencies a gap analysis is conducted, and potential areas of development are highlighted.

Traditional ways of receiving organisational feedback

Giving and receiving feedback in organisations is not a new entity, however its importance is often disregarded by employees and supervisors. It is important to remember that feedback is a two-way conversation and can be between anyone in the organisation.

Traditional ways of giving and receiving feedback can be face to face, during team meetings, suggestion boxes and employee surveys. Whilst this type of feedback can be insightful, it isn’t the most effective process.

Messages can be overlooked or forgotten about if they are placed into suggestion boxes. If these suggestions aren’t taken seriously or considered by supervisor, it can often have negative effects on employee motivation and participation.

Team meetings

One-to-one feedback can be valuable to colleagues and supervisors and regular sit downs are necessary to share thoughts and feelings. Holding group team meetings can make employees feel more relaxed about giving feedback, encouraging employees to voice their opinion. Although face to face meeting and one to one sessions can have huge benefits for organisational growth, it depends heavily on the business structure and how they are delivered.

If these meetings are delivered incorrectly and are not structured, it can have detrimental effects on staff motivation and team productivity. Giving feedback face to face is great if both colleagues involved are confident and honest, however this is not often the case.  People often aren’t accurate with their responses when put on the spot, this can be down to peer pressure, their ability to articulate their thoughts and feelings and much more.

Suggestions boxes

Using a suggestions box for internal changes or questions can be an effective way to gather anonymous employee feedback. It allows supervisors to read over comments made by employees that they previously might not have said face to face. It is good to welcome opinions from all employees and treat the feedback with respect. However suggestions boxes shouldn’t be your sole route for gathering feedback, they are effective is implemented alongside a formal feedback method.

Any type of feedback within an organisation can be a great start to improving employee skills and identifying training opportunities, however the process needs to be efficient, reliable and consistent in order to be effective.

How 360 degree feedback systems work

360 degree feedback tools are robust and reliable survey projects that allow organisations to gather internal feedback to help improve employee engagement and workplace culture. 360 degree feedback systems has 5 phases, making the feedback gathering process more structured which in turn improves the quality of the feedback.

360 degree feedback tools are flexible and professional surveys that allow colleagues to give anonymous and honest feedback. The feedback are based on their work skills, behaviour, processes, support and how they match with the business value.

Improve the effectiveness of your 360 feedback process

There are many benefits from carrying out 360 degree feedback surveys, just the process itself is more efficient and reliable than other methods of gathering feedback.

360 degree feedback surveys are designed based on the company’s competence framework(s). This allows the questions to be mapped to the skills and qualities that are valued in the company’s business strategy.

The data collected are presented with intuitive charts, the 360 degree feedback reports displays an overview then goes through each behaviour with granularity and linearity, are clearly presented in complete blocks, this allows for clarity from all involved. To conclude the feedback and give developmental guidelines for the individuals, there will be strengths and weaknesses lists and gap analysis. This makes it easy for the organisation to learn from the results with more clarity.

This way of reporting feedback uses an intuitive system that is easy to follow. Organisations can administer this internally to managers and colleagues in a simple format.  This can gather rich, honest and insightful feedback that managers and supervisors can report upon.

Choosing the best 360 degree feedback tool for your organisation

HR consultants, managers and supervisors all rely of feedback in order to grow in an in organisation. 360 degree feedback is used in small, medium and large organisations. Your organisations feedback instrument should be reliable and professional, there are a few things to consider when choosing the right 360 degree feedback tool that works for you. Ask yourself what you want to monitor and measure. 360 degree feedback engagement surveys can measure behaviour, coaching, personal development and much more.

It is important to implement a survey that is bespoke and tailored to your organisation. Leaders should focus on emphasising strengths rather than picking out faults to make the process more enjoyable and effective.

360 degree feedback services

Managers, supervisors and HR consultants can be restricted on time, making it difficult to create a comprehensive feedback surveys. CR systems offer 360 degree feedback services to organisations to support testing and survey projects across the world with robust feedback instruments. The reliable employee surveys are based on in-depth research, collecting the opinions and metrics that matter. The bespoke surveys created by CR systems dive into the competencies that are needed within each organisation to achieve success, this can be anything between leadership ability and communication skills. The comprehensive survey uses data to compare scores, giving insights into areas of development and identifies growth opportunities. 360 degree feedback surveys focus on growth and development, rather than performance management.

Finally, it is important to ensure all staff are trained, familiar with and understand the feedback process. Many organisations make the mistake of diving into a feedback process without any structure and can have a negative effect. Reach out and contact a 360 degree feedback service provider today and improve your feedback process internally and grow your organisation. If you are unsure on how the survey will fit your team, request a demo and see the survey for yourself.

Leave a comment