360 degree feedback helps both managers and employees
The 360-degree feedback method is a powerful tool to better utilise employees’ potential and improve their performance. For organizations, executives and employees, this feedback method is very valuable because individual performance is very easily and easily visualized. Then together, employees and their manager can take a good look at the talents and determine what are valuable development points.
This approach motivates employees to reach their full potential and increase their contribution to the team. This article lists the possibilities of 360-degree feedback. That way you know exactly what the pros and cons are and when it is best to use this method within a company or organization.
In this article:
- What is 360-degree feedback?
- Characteristics of 360-degree feedback
- When do you use the 360-degree feedback method?
- When is it better not to use the 360-degree feedback method?
- Using 360-degree feedback with your own language of competency
- How does 360-degree feedback work in practice?
- Tools to simplify the process
- What are the benefits of 360-degree feedback?
- Does the method have any drawbacks?
- Tips for applying 360-degree feedback within your organisation
- Conclusion
What is 360-degree feedback?
The most striking feature of 360-degree feedback is the involvement of multiple people in this method. Thus, a complete picture is painted by several people with different perspectives. Nor is the employee passive in this process. He is also given the opportunity to explain and argue his performance. Contrasting this vision with the images of others also initiates a learning process. This gives the employee a clear picture of his strengths and weaker areas to work on. As a result, this is a motivational method that does not focus on an employee’s weaknesses, but rather on their opportunities and potential.
Characteristics of 360-degree feedback
The most striking feature of 360-degree feedback is the involvement of multiple people in this method. Thus, a complete picture is painted by several people with different perspectives. Nor is the employee passive in this process. He is also given the opportunity to explain and argue his performance. Contrasting this vision with the images of others also initiates a learning process. This gives the employee a clear picture of his strengths and weaker areas to work on. As a result, this is a motivational method that does not focus on an employee’s weaknesses, but rather on their opportunities and potential.
Afbeelding: cognology.com.au
When do you use the 360-degree feedback method?
This feedback method is valuable developing a modern interview cycle between employees and managers and for objectifying and preparing substantively valuable performance or assessment interviews. In many organizations, these conversations take place only once a year. To fully utilize the potential of 360-degree feedback, it is recommended that you schedule sessions several times a year. For example, once a quarter or even once a month. So can shorter conversations – and often more informal ones. In this way, employees stay alert and motivated to keep developing themselves. The method is also good to use in peer review or pre- and post-measurements in training.
Using 360-degree feedback with your own language of competency
To conduct good (competency-based) interviews, a unified competency language is a valuable tool. As a result, everyone speaks the same language and you avoid misunderstandings. A competency language specifies your definition of competencies and the associated behaviors. This is also valuable when using the 360-degree feedback method. At hrmforce, we fully customize the competency language for many organizations so that it completely matches the language and terminology used internally.
A competency language can be developed or adopted by organizations themselves, as there are also simply standard languages available.Those who use hrmforce’s tools can use a standard competency language (with competency book) in addition to their own organizational language. This is a language around 50 competencies (based on the Big50) that make behavior measurable and discussable.
When is it better not to use the 360-degree feedback method?
Sometimes this feedback method is also used in recruitment or selection processes. However, that is not what this one is for. What really mattEssential is feedback from people who are close to an employee, work with him a lot and therefore know him well. This makes this method unsuitable for new assessment situations such as the recruitment or selection process. Nor is the method intended to be a “psychological test. Of course, a psychological test can be used independently of the 360 feedback method.
How does 360-degree feedback work in practice?
There are several ways to implement 360-degree feedback in practice. For example, sending feedback via a (digital) questionnaire or in a personal interview. The last option is called a roundtable discussion. Both ways have advantages and disadvantages. Feedback is always a regular part of the method.
The (digital) questionnaire
The simplest and most approachable way to implement this method is to use a 360 degree feedback questionnaire. You can choose either a digital or paper questionnaire. The questionnaire can address general (work) performance or a specific aspect of functioning. The questionnaire is completed by the employee and a selected group of people who know the employee well and work with him a lot. A disadvantage of this method can be that a manager must wait for the results and then make time to process the results.
The roundtable discussion
Some employers prefer a roundtable discussion where feedback on an employee’s (work) performance is given in a structured manner. So in this form, everyone sits at the table with each other and provides feedback directly. This can be confrontational and stressful for some employees. Completing a (digital) 360-degree feedback questionnaire avoids this situation. The advantage of this method is that you immediately have all the people together in one location. This allows for mutual interaction. Ambiguities can be explained and visions can be argued. Moreover, you spend less time collecting and processing the results.
The feedback
After collecting feedback, an employee’s results are compared with those of the feedback givers. This allows the employee to see the where the similarities and differences lie. He can then formulate one or more goals with the supervisor to improve his performance or take it to the next level. A personal goal helps employee to (continue to) improve themselves.
Tools to simplify the process
Fortunately, you don’t have to compile the questionnaires yourself. Once you have determined the questionnaire topic, there are standard online questionnaires available for immediate deployment. There are also companies that focus entirely on developing software to simplify the process for you as an executive. You may choose to use of these software and/or services to save time. Of course, you have to weigh the costs of such a service against the benefits, but it is never unwise to look into the possibilities of outsourcing the logistical part of the 360-degree feedback method.
What are the benefits of 360-degree feedback?
The biggest advantage of 360-degree feedback is that an employee gets feedback from individuals with whom he works on a daily basis. And so not just from the supervisor who is (often partially) dealing with the employee. Thus, the emphasis will be less on the result in numbers and more on talents, development and opportunities. Through this feedback method, an employee can recognise their own talents and weaknesses and develop themselves specifically and purposefully in certain areas. Because of the broader picture that emerges, 360-degree feedback has also proven to be a reliable method. Studies show that the results are accurate. It is also an approachable and constructive method. It enhances the atmosphere with a commitment to improvement as opposed to “downgrading” a colleague. Similarly, it is a process from which each participant can learn.
Does 360-degree feedback have any drawbacks?
The 360-degree feedback method hinges on reliable people being part of the feedback group. It is important that these people give honest feedback and do not act out of self-interest or excessive caution. Research has shown that using 360-degree feedback then produces reliable results. However, there may be situations in which this method is not recommended. Such as a work environment that is highly competitive or hostile. Similarly, a department where there is a culture of fear does not have an appropriate basis for 360-degree feedback. The method works best in a work environment where people as a team want to get the best out of themselves and each other . And in a work environment where one wants to develop talents to use them within the team.
Three tips for applying the 360 degree feedback method within your organisation
Now that you know more about how this feedback method works, you may want to utilise it within your organisation. Implementation does require some preparation. It is important to firmly establish the method immediately upon introduction. Next is to properly prepare the content of the deployment. Finally, it is important to take a positive approach to the content of the process. These three tips are explained in detail below.
- Introduce the method carefully and vigorously
Changes are often difficult for employees and are quickly perceived as “unnecessary” at first. People are initially inclined to want to keep things as they are and therefore are negative about a new method a priori. For employees who have been with the organisation longer, this may be “yet another new idea” being introduced. Therefore, it is important to be decisive when introducing them. Formulate the plans clearly and communicate openly about the method and convince employees of the benefits, including for them. After all, the approach has benefits not only for managers, but certainly for employees as well! When they understand the benefits the 360-degree feedback method offers them for their personal development, they are more likely to be motivated to participate.
- Set goals for feedback and select appropriate feedback providers
Clearly identify for yourself and employees which aspects of (work) performance you want to portray. You can then link these aspects to goals for employees and to company goals. For example, if you want to visualise the extent to which an employee cooperates, focus the questions only on that aspect of performance. Then choose feedback providers by employee and by purpose of the feedback. The aspect of (work) performance in which you want to gain insight helps determine who you choose as feedback providers. It is important that these are people who work a lot with the employee and are therefore familiar with his way of working. The selection of reliable and effective feedback providers is necessary for obtaining reliable results.
- Enter the process positively
When comparing the results of the feedback group with an employee’s results, it is important to think not in terms of problems, but rather in terms of possibilities and opportunities. Approach differences in understanding between the employee and the feedback givers positively. Look for opportunities to improve weaknesses of a specific employee or the team. In addition, you want to give talents the opportunity to develop as much as possible. Assume a culture of improvement in the team where everyone wants to get the best out of themselves and each other. In doing so, always set a good example yourself.
Conclusion
When a supervisor evaluates an employee based on a one-dimensional or 180-degree feedback), a one-sided view of performance emerges. He usually does not know the employee as well as colleagues who work with him daily. As a result, a performance or appraisal interview may focus primarily on the results rather than the process by which these results were achieved. Using 360-degree feedback creates a more versatile picture of employees’ talents and areas for improvement. After all, you receive information about the employee’s performance and from colleagues and managers who work directly with him. You can even involve a coach, suppliers or customers in the method. By acting on the information obtained, the potential of employees can be much better utilized.
The 360-degree feedback method is a powerful tool you can use to bring out the best in employees. This benefits not only the development of individual employees, but also the team and thus the company results.
