360 Degree Feedback - What is it?

We all enjoy getting positive or constructive feedback and when it is delivered in the right way it can really benefit both the individual and the organisation. Even so, with evidence to support this idea, it is the fact that people do not receive feedback that is thought to be the major contributor to their decision to leave their workplace, so it really is important to provide feedback to your employees. It is a wise decision as it allows you to discover where employees may require support or skills development to enable them to boost their performance levels.

So, why is 360 degree feedback utilised? It has been generated from the requirement to provide an increase in frequency and quality of feedback to workers. This is in addition to the annual appraisal where the employee visits the manager's office to be given a summary of their strengths and weaknesses.

Historically, it has been the manager's role to give feedback and, due to increasing workloads, the manager's feedback has been brief at best. What 360 degree feedback does is open up the circle of feedback providers to include peer evaluation, direct reports and self evaluation. The conclusion of this process is that the individual has access to a comprehensive report that allows them to compare their own beliefs of their work to those of their close associates. Once they have this report, a performance coach will help them in making any necessary adjustments through a targeted improvement plan.

360 degree feedback has many benefits: the insight that employees gain regarding their behavioural shortcomings allows them to better manage their careers, working on interpersonal skills and obtaining leadership qualifications and their employer reaps the benefits of having a highly qualified and experienced workforce and the associated increased productivity and quality of work.

What are the key components of a successful 360 degree feedback process?

There are six components.

1. The senior management are required to take ownership of the process and be supportive of its realisation. Also, employees have to gain the necessary skills to be able to provide feedback that is useful. The most significant factor is that the managers should be prepared to utilise the skills they have acquired in the provision of coaching if and when it is required.

2. All surveys that are given must have a connection with the mission statement of the company and the skills for which the company is searching and should take into account the skills that are needed to obtain both individual and company success.

3. All those involved in the rating process must attend a 360 orientation. This is where they will learn that 360 is to be used exclusively as a developmental tool and not for performance appraisal. The confidentiality of responses and the process of surveys is to be stressed, reassuring both the "raters" and those being rated.

4. A survey or questionnaire is filled out. Most of these are completed online which allows for the use of special encryption software to guarantee the security of the data collection.

5. Completed surveys are organised and placed into a report which includes verbatim comments and then given to the individual in question. The report must be easy to read. Senior management is given a summary of the group, in which the ratings are tallied numerically, indicating strengths and weaknesses as a group. Such information is useful in making decisions regarding training to coincide with the needs of the group.

6. Coaching that is considered necessary for improvements is then provided to those needing it. Impartiality is one of the best qualities of a good coach as is their ability to focus on realistic, useful goal setting. It is also appropriate for managers to adopt the role of coach as it will help to cement any skills gained and guarantee accountability.

So, what can all this do to help your business? The success of the process relies upon how much effort you are prepared to invest in it. How much change you are able to envisage is directly related to the level of feedback presented as well as the level of support offered. 360 degree feedback, when used appropriately, can be extremely powerful in producing the amount of feedback you will need to make those necessary changes in your business.

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