The 360 feedback approach of providing feedback varies considerably from traditional feedback. It is the process by which feedback from colleagues and supervisors, as well as self-evaluation of the employee him or herself, is gathered. In addition, a 360 feedback survey may also include feedback from external sources that interact with the employee, such as suppliers and customers. 360 feedback is so named because they collect opinions about employee behavior from a different point of view.
The importance of collecting 360 feedback by the HR manager is as follows:
Authentic reviews
Traditional performance reviews require the employee to receive feedback directly from their leader. Even though the manager’s perspective is valuable, it is essentially limited. Apart from this, employees often behave and interact in different ways with their direct reports, peers, and manager. As such, a 360 feedback survey includes views from several additional sources—all of which provide unique perspectives that are factored into the employee’s overall scores.
Focuses on all-round development
While a 360 feedback rating can be used to formally assess results, it is more effective in guiding constant behavioral changes when focusing on development. For example, employees’ colleagues and subordinates are less likely to express negative remarks if they think that this will have a negative effect on someone’s bonus or promotional potential. This, in turn, leads to irrelevant and non-value added feedback.
Ensuring a controlled mechanism to secure the objective and structural feedback information
Because the 360 process is supported by a technology platform, businesses can control the oftenirk some process of receiving and transmitting feedback.
In addition, HR managers of the organization have the choice of receiving reports before the participants in order to ensure a proper flow of information.
Conclusion
Management and leadership skills are not always easy to evaluate; the ability to work in a team and a positive contribution towards the workplace culture cannot be evaluated by means of a standard test or checklist. A 360 feedback survey can help you focus on these critical characteristics and give you a clear picture of the state of your individual contributors, leaders, and organization as a whole. Adding employee feedback to your HR strategy can help you create a high performing team and ensure the retention of your employees.
