How to Establish an Effective 360 Degree Feedback Process?
In terms of both human resources and management processes, evaluating employee performance, change, and development is critical. Performance evaluations take into account a variety of elements in addition to the employee's performance, such as motivation and habits. Companies hope to improve their efficiency and effectiveness by using these evaluations. Although there are many methods for evaluating performance today, the 360-degree feedback approach is one of the most effective and reliable.
What is 360 Degree Feedback?
Traditional performance assessments are performed on a regular basis with a single manager assessing employee performance. Unlike the typical performance appraisal system, the 360-degree feedback approach does not rely solely on the employee's management to do the evaluation. In addition to the employee's superior, feedback and opinions from coworkers, team members, and customers are incorporated in this evaluation approach. Subjectivity, personal relationships, insufficient observation, and knowledge, all of which can negatively affect the conclusions of one-person assessments, are eliminated in this method.
The diversity of people evaluating employee performance is the major basis for the 360-degree feedback method's name. The evaluation of the employee's performance with 360-degree feedback from more than one person in contact can be carried out in a more open and objective way.
With the involvement of employee colleagues and team members in the 360-degree performance assessment, a healthy and strong communication environment is created within the company, contributing to the employee's behavioral competencies such as human relations and communication skills. Furthermore, obtaining feedback from customers or suppliers during the evaluation process improves the quality of the product or service. In this approach, both production and customer happiness are increased at the same time.
This process is evaluated in its entirety by employees working with the 360-degree feedback method. Inclusiveness and objectivity are provided simultaneously by determining not only the aspects that must be improved but also the competent aspects of the employee, which constitute the most important elements of the 360-grad evaluation method. This means that more beneficial and appropriate processes such as business knowledge and productivity can be maintained for the awareness and development of the professional competence of the employee.
The 360-degree feedback method, which provides an open, objective, and inclusive evaluation process, can address a number of issues. The main issues assessed relate to employees' professional and individual skills and conduct. As a result of 360-grade performance evaluations, it is possible to identify and maintain processes for developing competencies and behaviors, such as training, support, and rewards, that employees need.
The 360-degree feedback, which provides an open, objective, and inclusive evaluation process, can address a number of issues. The main issues assessed relate to employees' professional and individual skills and conduct. As a result of 360-degree performance evaluations, it is possible to identify and maintain processes for developing competencies and behaviors, such as training, support, and rewards, that employees need.
How to Perform 360 Degree Feedback?
The basis for the establishment of a 360-degree feedback system is first of all the right questions. The questions should have features that help to develop and evaluate and provide guidance. In terms of efficiency and appropriateness, the assessment of each employee with the same questions is not appropriate. Evaluation questions should therefore be diversified depending on the specific areas and features of the people who receive feedback.
The second step is to determine the area of assessment in the 360-degree assessment. Some of the improvement areas with 360-degree feedback and performance assessments are:
- Leadership Qualification
Leadership includes personal skills and behavioral features and professional skills. The aim is to evaluate employees' leadership qualities in various ways with different subfactors through 360-degree feedback.
- Communication Skills
It is very important for employees to have healthy and professional communication skills with their colleagues as well as with their managers. With 360-degree feedback, more positive, active and efficient communication skills of employees are developed in the communication environment.
- Human Relations
Interaction and employee relationships affect the productivity and performance of the teamwork directly. With the 360 degrees feedback and performance assessment, feedback on productivity is attempted such as enhancing employee relationships, encouraging and managing teamwork.
- Task Management
Bringing new, up-to-date competencies and opportunities to the employees and the working environment is of great importance for increasing both work efficiency and internal efficiency of the employees. With 360 degrees feedback, it is aimed to evaluate the factors needed in terms of effective and efficient working of the employees.
- Adaptation to Change
Change is a factor that cannot be ignored in today's working life. In this respect, it is important that employees are open to change and ready to renew themselves. With the 360-degree performance evaluation, feedback is received on the adaptation features, solutions, and actions of the employees towards the change of conditions.
- Employee Development
The skills of employees should be developed or encouraged to develop in line with the objectives of the enterprise. The level of responsibility and determination of the persons responsible for developing or enhancing employee skills in the company and their action in this direction is assessed in the 360-degree feedback.
- Subordinate Training
Individuality can take center stage under certain conditions in a busy working and work environment. Individual talent is identified and cultivated with a 360 degree feedback and performance assessment, which contributes to the leadership qualities of competent employees.
The objective of the 360-degree feedback is not to test but to develop and improve employee skills. These assessments produce effective solutions for developing employees' skills and skills and provide numerous benefits to businesses.
What are the 360 Degree Feedback Advantages?
For both staff and managers, 360-degree feedback has certain advantages over conventional methods for performance assessment. These benefits can be listed as follows:
Processes are not taken into account in traditional performance assessments, with emphasis only on the employee assessment. The 360-degree method of performance assessment emphasizes improving and not assessing the employee. The employee's shortcomings can be determined in detail, and comprehensive data for the development and training plans can be provided through a 360-grade assessment.
The manager is the sole evaluator in traditional performance appraisals. As a result, input is given from a single perspective. Subordinates, superiors, teammates, and customers all serve as evaluators in the 360-degree feedback approach. In this way, diverse viewpoints on the employee's performance, conduct, and development needs are presented.
The identity of the feedback provider is obvious in traditional performance reviews. The personal identities of the assessors in the group where the feedbacks are collected are hidden/uncertain in the 360-degree feedback approach. Feedback is presented in a more objective manner in this manner.
In traditional performance appraisal, only superiors give feedback to subordinates. In the 360-degree performance evaluation method, it is ensured that both subordinates and employees at the same level can give feedback to each other. In this way, the communication of employees between levels is strengthened.
360-degree feedback has never been easier, faster, or more efficient than it is now, thanks to Sorwe. Create your 360-degree feedback and performance evaluation in minutes, whether you want to use the question questions prepared with 26 different skills or add your own company-specific competency and behavior sets. You can use artificial intelligence to establish the distribution of question sets to evaluators, and you can add people from outside the firm as evaluators alongside your company's personnel. With automatically generated through individual reports, you may simplify your workload and evaluation process. You can contact us for more detailed information about the 360-degree feedback and performance evaluation system.