How do you rate the 360 degree feedback process at your organization? What would you change about it to make it better?
A 360 degree feedback program is an excellent way for employees to get information on their performance from peers, bosses, team members, subordinates, and customers. However, too often a company’s 360 degree method is either feared for being too punishing or laughed at for being too inconsequential. It’s important for the company and employees to understand that feedback is a continuous process, not a one-time event.
AN EFFECTIVE 360 FEEDBACK PROCESS INCORPORATES THE FOLLOWING:
- Determine the organization’s goals and purpose for the assessment
- Develop the employee survey elements specific to internal findings and external best practices
- Create the feedback process questions and procedures as it relates to these findings and implement
- Analyze the results and identify gaps
- Conduct ongoing training, communication, and feedback to improve employee performance and engagement as it relates to the company’s goals and purpose
The 360 degree feedback questions should relate directly to the goals of the organization and their purpose for conducting the survey, as well as whether they are looking for feedback on the employee’s current performance (typically rated on a number scale) or on the employee’s potential for development (more open-ended questions). To distinguish between the two, here are some 360 degree feedback sample questions for each:
PERFORMANCE BASED QUESTIONS
- I perform my job well.
- I understand my job duties.
- I know how to expand my skills and opportunities for growth.
- I understand my customers and what they need.
- I have the necessary resources to get the job done.
DEVELOPMENT BASED QUESTIONS
- Describe your communication style.
- What do you consider your strengths to be?
- What skills would you like to improve?
- Describe how you develop and maintain relationships.
- How do you relate to, develop and encourage others?
Another key step in the 360 degree feedback process is reviewing the results with the employee and discussing a plan moving forward. It creates trust issues when a survey is conducted and then nothing happens as a result. The only way any change will occur is by creating a development plan of action and continually assess and adjust the progress.
When creating a 360 feedback survey for your organization, keep these tips in mind to develop a thorough process that is ongoing and effective rather than just doing it to show you’ve done it. So what is your opinion of 360 degree feedback survey process at your company? Is there room for improvement?