Everybody appreciates getting positive or constructive feedback and when the process is done properly, it can be a great help to both the individual and the company. Despite the evidence to support this, studies have shown that the very lack of feedback is the main reason why people choose to leave a company, so it is vitally important that you ensure that your organisation provides this feedback to its employees. This is a wise move, because it will help you assess where your employees need development in skills to help them to increase their performance levels.



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

Throughout time it has been the job of the manager to give this feedback and as a result of increasing workloads, the feedback has not always been comprehensive. 360 degree feedback increases the circle of feedback and includes not only the manager's comments, but also peer evaluation, self evaluation and direct reports. What results at the conclusion of this process is a comprehensive report that provides the individual with a comparison between how they perceive their performance and that of their associates. This report will then allow them to make any necessary changes through a targeted improvement plan.

There are a number of benefits with 360 degree feedback: when individuals have a greater insight into their strengths and weaknesses they are better able to manage their careers as a result of making improvements to interpersonal skills and building upon leadership skills and the employer is able to take advantage of having a highly skilled, experienced team of employees whose productivity and quality of work is high.

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

There are six of these elements.

1. The senior management has to take ownership of the process and be supportive of its realisation. As well, employees have to obtain the necessary skills to be able to provide feedback that is useful. The most important 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 relationship with the mission statement of the company and the skills for which the company is searching and should consider the skills that are needed to obtain both individual and company success.

3. Every member of the team is required to attend a 360 degree orientation. At these training sessions they will be instructed with regards to the fact that 360 is not to be used in performance appraisal, but only as a developmental tool. The importance of confidentiality is stressed to assure those who are being rated and those doing the rating.

4. Questionnaires or surveys are filled in. Most of these surveys are filled in online where special encryption software can guarantee the security of the data collection.

5. These surveys are collated into a report, including any comments made verbatim and presented to the individual. The report should be in an easy to read format. Senior management is usually given a group summary report where numeric ratings are tallied to indicate strengths and weaknesses on a group level. This information can then be used to decide upon training initiatives that match the needs of the group.

6. Any necessary coaching is then given to individuals to make the required improvements. The best coach is one that remains impartial and who focuses on goal setting that is helpful and realistic. Managers can also take on a supportive role in coaching; this will reinforce any skills attained and ensure accountability.

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