Imagine a circle with an employee or manager in the centre and employees who work with that manager or employee, placed around the circle. That’s a snapshot of how 360 feedback surveys work. Those around the circle namely peers, reporting staff, coworkers and supervisors who regularly work with the manager or employee, are asked to give their feedback on that manager or employee’s strengths, performance and abilities.
It’s easy to see how this wide-ranging feedback might be a better way to check and boost the well-being and effectiveness of your workforce seeing as how feedback from one individual runs the risk of being biased. As noted in a Harvard Business Review article entitled “Getting 360 degree reviews right,” by Jack Zenger and Joseph Folkman, “… your own perception of yourself is rarely accurate or predictive. For a GPS system to get an accurate picture of your location, it requires four different satellites. For leaders to get an accurate picture of their own effectiveness, they need feedback from their manager, peers, direct reports, and others in the organization.”
Also, if done properly, 360 feedback surveys can benefit your organization in many other ways as stated by Eric Jackson, Forbes magazine writer, in his article called, “How to Get the Most Out of Your 360 Survey Feedback. “360 surveys are one of the most common management development tools available in the market today. They are used for general career development, as well as for more targeted interventions to improve leadership skills. Sometimes they are even used to foster self-awareness for employees who are derailing, in a last ditch effort to prevent their exit from an organization.”
Plus they do the following:
However, in order to get the strongest participation and the most useful results, organizations are wise to consider a few important lessons-learned from this process and apply them to their survey.
Consider the following examples of question categories:
For example, under the leadership category, an organization might state the following and ask reviewers to rate their responses:
1. Strongly disagree, 2. Disagree, 3. Neutral, 4. Agree, 5. Strongly agree, 6. Not applicable
1. Strongly disagree, 2. Disagree, 3. Neutral, 4. Agree, 5. Strongly agree, 6. Not applicable
1. Strongly disagree, 2. Disagree, 3. Neutral, 4. Agree, 5. Strongly agree, 6. Not applicable
Putting in the time and effort into customizing your 360 feedback survey is critical so that it yields actionable results you can use to shape a better and happier workforce.
As noted in an article on Netigate.net, called, Sample 360 review questions for employees, all organizations have their unique values and characteristics, so 360 feedback questions should be modified to best reflect the organization. Plus, “if you have an organization that values continuous improvement and professional development, then 360s are a must in your HR toolkit.”
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