Internal feedback is an integral part of growth, it allows colleagues to identify skills for improvement and harness development opportunities. Feedback is a valuable and honest piece of information, used to improve performance and foster organisational growth.
It is often presumed that feedback is disregarded within teams, but it should be taken seriously and can have great benefits on organisational behaviour and output. The purpose of giving feedback isn’t to be offensive or critical, it should focus on strengths and highlight how others can better themselves to accomplish more. 360 feedback surveys are a reliable and effective way of capturing internal feedback and improving job performance.
To implement an effective 360 feedback survey, it is important to find a system that is bespoke and works for your organisation. No matter what size or how many employees there are, a leader should consider a few things before administering the 360 feedback survey. Firstly, think about what issues might be raised in the feedback, what focus the survey will take, and how they are going to apply the outcomes realistically. Embedding a 360 feedback survey in an organisation that hasn’t carried out feedback survey before can take a lot of time and requires trust and honesty from all involved.
Everyone can benefit from feedback in different ways. Both positive and negative feedback is valuable and can be used to make continuous improvement. Effective feedback is beneficial for both the giver and receiver as well as the wider organisation. We’ve detailed a couple of reasons why you should implement a 360 feedback survey and how your organisation can benefit from it.
Feedback is readily available
Feedback is constantly around us, we sometimes don’t realise it. In any sized organisation, feedback happens constantly in everyday tasks. Asking colleagues for their opinion is valuable information that is readily available, all you have to do is ask. It can be more difficult to carry out tasks without giving feedback; it is a natural part of conversation. To make this feedback communication process more effective, implementing 360 feedback surveys and appraisals allows organisations to gather valuable information efficiently. It is important to understand this information and feedback in order to make relevant business and training decisions.
Benefit listening skills
360 feedback is a two-way process. It is just as important to listen to the information received as it is to deliver honest information. Feedback needs to be understood in order to provide value. It is important to explain that negative feedback isn’t delivered to criticise someone’s behaviour, but to help highlight where they can improve their skills. Improving listening skills can in turn benefit many other skills and can support overall business growth.
Employees need to feel motivated to produce valuable output. This motivation can be improved by receiving feedback, praise and recognition for their hard work. Feedback can come from anyone within or outside the organisations, such as clients, suppliers, vendors, stakeholders and colleagues. Receiving honest 360 feedback that motivates colleagues can help build strong relationships and make colleagues feel more valued.
Feedback can be both negative and positive. Constructive feedback, through 360 feedback surveys can support decision making and improve overall performance. Colleagues may go after training opportunities to improve their skills in areas where they lack. Acknowledging skills that need improving is an important step towards growing within an organisation. Following a 360 feedback survey, employees can make better decisions based on their own skills to further improve performance.
360 feedback surveys force individuals to consider their own behaviours and performance within a team, as well as others. Pushing individuals to engage in self-assessment allows them to see their own performance and understand how others may perceive it. If individuals are more self-aware, it will impact the whole team’s overall performance. They are more likely to work effectively with their time as they are conscious of their actions and behaviours. Being more self-aware means that goals and expectations are clear, individuals understand what is expected from them in terms of behaviour and performance.
Feedback from peers, colleagues and supervisors can boost long term engagement amongst a whole team. People care about what other people think and people want to impress, its in our nature. If your work output improves and your supervisor feeds that back as praise, colleagues are more likely to be engaged and show genuine care and passion at bettering themselves.
Fosters career development
The opportunity to receive 360 feedback surveys from supervisors and other staff members can push individuals into a certain direction in their career. Organisational feedback can allow individuals to see themselves in different positions to better suite their skill set, allowing them to excel in the business. 360 feedback surveys act as development tools to show how other people perceive behaviours and how it affects organisational output.
Allows for continued learning and monitoring
360 feedback surveys should be part of an ongoing organisational process that allows for continual learning. Frequent and transparent communication means that internal issues are often quickly resolved and don’t build up within the organisation. Issues that individuals have previously been kept to themselves are encouraged to be raised honestly through the 360 feedback survey.
Implementing a 360 feedback survey has many benefits, not only from initial feedback, but ongoing developments. It allows organisations to promote self-awareness and improve motivations. 360 degree feedback surveys should be implemented with structure and continuously monitored to fully reap the benefits. It is important to follow up on short-term goals and stay on track with development and training. Find the right 360 feedback survey for your organisation and start to improve team performance.