The 360-degree approach to providing feedback differs significantly from the traditional feedback on performance that was once common.
According to Wikipedia 360-degree feedback is the process by which feedback from subordinates, colleagues, and supervisors of the employee, as well as self-evaluation of the employee himself, is collected.
What is 360-degree feedback?
In contrast to the traditional performance review, the 360 review aims to develop the latent or dormant skills of the employee and measure the development of this employee over time.
The 360 review is more "extensive" and more intense than the review of results, and when it is properly used, it can help maintain employees and performance.
Regular feedback from employees can help you understand what works in your facility or in a particular industry, and find out what you can do to increase employee engagement and productivity.
Feedback from various colleagues and supervisors is used to create a full picture of the skills and potential of a given employee. Instead of just getting information and feedback from the immediate supervisor, the 360 review takes into account colleagues and collaborators and creates an accurate assessment of who the employee is and how they really work in their role. The employee himself can also contribute to the review, sharing his / her own professional and personal goals and preferences.
How do 360 reviewing work?
The administrator, usually a specialist for the survey or consultant, will organize and conduct a review; the use of an impartial person in this role ensures accuracy and objective results. After the review is created, the administrator will identify 5-10 peers or colleagues to conduct the interview, along with the immediate supervisor of the entity. The pool of interview topics is determined based on the level, number, and relevance of the interaction they have with the selected employee.
The subject is also focused on the employee; informing employees about how the review works, and its potential benefits can help increase buy-in and participate in the process. After collecting the data, the consultant can analyze them and develop a strategy for the development and improvement of employees.
Importance of collecting 360-degree feedback by HR manager
1. Well-proven reviews
Conventional performance reviews require the worker to receive feedback directly from their executive. Even though the manager's perspective is valuable, it is inherently limited. In addition, employees often behave and interact in different ways with their peers, direct reports, and manager. 360-degree feedback includes opinion from many additional sources (often involving the manager), which provides a well-rounded employee score.
2. Focused on development
While a 360-degree rating can certainly be used to formally evaluate results, it is more effective in guiding persistent behavioral changes when focusing on development. For example, employees' associates and subordinates are less likely to express negative or even constructive feedback if they think that this will adversely affect someone's bonus or promotional potential. This, in turn, leads to poor quality feedback.
3. Ensuring a controlled mechanism to ensure the purpose and structural feedback information
Because the 360 platforms are supported by the technology platform, organizations can control the often annoying process of transmitting and receiving feedback.
In addition, HR leaders and managers of the organization have the option of receiving reports shortly before the participants in order to ensure an adequate flow of information.
Feedback may also include, where appropriate, feedback from external sources that interact with the employee, such as customers and suppliers or other interested parties. 360 reviews are so named because they collect opinions about employee behavior from different points of.
Finding new employees is expensive and time-consuming; it can cost up to 9 months of employee salary to replace them.
Happy, demanding employees with future will be more productive and willing to work - and the assessment of 360 opinions can help to ensure proper team management.
Conclusion
Leadership and management skills are not always easy to measure; ability to work in a team, liking and respecting by others and a positive contribution to the culture of the workplace cannot be assessed by means of a test or checklist.
The 360 review can help you focus on these intangible items and give you a clear idea of the features that a particular employee has and what the best potential for them in your organization is. Including employee feedback to your HR strategy can help you create the strongest possible team and ensure the retention of employees you have worked hard.
