Adding value through 360-degree performance feedback

 

●     Provide a more comprehensive and balanced view of an employee's strengths and weaknesses, which can help them improve their self-awareness and performance.

●     Increased communication and collaboration within the team and the organization, which can enhance trust, respect, and teamwork.

●     Foster employees development and potential by identifying areas for improvement and creating personalized action plans.

●     Morale and motivation boost by recognizing achievements and encouraging feedback culture.

Also to be considered:

How often?

There is no definitive answer to how often you should conduct 360-degree feedback, as it depends on your goals, context, and resources. However, some general guidelines are:

●     360-degree feedback should be conducted from the beginning and preferably every quarter helping employees develop, and management to motivate and support their teams

●     360-degree feedback should not be treated as a performance review, but as a learning opportunity to improve self-awareness and relationships

●     360-degree feedback should be aligned with the competencies, behaviours, and values that are relevant for the job role.

●     360-degree feedback should be anonymous, confidential, and constructive, and follow a structured process that involves preparation, feedback collection, feedback delivery, and action planning.

Cons?

●     It can be time-consuming and resource-intensive to design, implement, and analyse the feedback from various sources

●     It can be overwhelming and demoralizing for the employee to receive too much or too negative feedback, especially if it is not constructive or aligned with their self-perception.

●     It can be influenced by biases, dishonesty, or personal agendas of the feedback providers, which can affect the validity and reliability of the feedback¹

●     It can cause resentment, conflict, or distrust among the feedback providers and receivers, especially if the feedback is not anonymous, confidential, or respectful.

Therefore, 360-degree performance feedback should be used with caution and care, and only as part of a broader and ongoing performance management system. It should also follow some best practices, such as:

●     Aligning the feedback with the relevant competencies, behaviours, and values for the job role

●     Preparing the feedback providers and receivers for the process and the purpose of the feedback

●     Collecting the feedback from multiple and credible sources, using a mix of quantitative and qualitative methods

●     Delivering the feedback in a timely, constructive, and supportive manner, and providing guidance and resources for action planning and follow-up