360 feedback surveys: how the right survey tool and management approach can really harness their full potential

Clocks have changed, weather is turning for the better and companies are on speed mode to finish their accounts and get the new budget in. Which for some, may mean only one thing, it’s time for the employee 360 feedback surveys to make their appearance!

360 feedback surveys, for many organisations, have become an historical feature in the workplace!  Often, a dreaded feedback mechanism and activity process managed by HR; reluctantly involving all departments, HR professionals have the task to prepare, create and execute 360 feedback surveys which will not only evoke enough excitement to encourage the invited employees to participate but will entice constructive and honest feedback; whose answers and insight can productively shape a more effective employee focused engagement strategy.

So, what can be done to really make these surveys a truly useful tool to your company and is there actual benefits in distributing these surveys to all staff members compared to just a selection? 360 feedback surveys can be an asset to any company but the one universal practice which credits the surveys true value and marks its success is the overall approach and management.

By integrating the best practice and methods from the start, the usefulness of a 360-feedback survey can generate significant insight and therefore, impact on future strategies and processes in the workplace.  Instead of potentially, becoming a periodic feature, if managed correctly, this research and insight tool can have productive and performance based improvement impacts on the entire company and the people within it.

From identifying workplace problems to individual or common grievances, the 360 feedback surveys can also highlight areas which need extra support or investigation; providing a unified approach to the overall functions and performance of every employee, from juniors to senior levels.

Although, 360 feedback surveys encompass both individual and collective thoughts about an individual, they also identify positive and negative insights and behavioural patterns which help to show where the strengths and weaknesses are within a company.  Using this information to manage these key factors can then add subsequent value in the overall engagement and sustainability of the company by way of an improved competitive advantage brought about by a more highly engaged workforce; assuming action from the insight is taken of course.

360 Feedback as a Development Tool to help employers and employees recognise strengths and weaknesses and become more effective

When done properly, 360 is highly effective as a development tool. The feedback process gives people an opportunity to provide anonymous feedback to a colleague that they might otherwise be uncomfortable giving. Feedback recipients gain insight into how others perceive them and have an opportunity to adjust behaviours and develop skills that will enable them to excel at their jobs.

360 Feedback as a Performance Appraisal tool to measure employee performance

Using a 360 degree feedback system for Performance Appraisal is a common practice, but not always a good idea. It is difficult to properly structure a 360 feedback process that creates an atmosphere of trust when you use 360 evaluations to measure performance. Moreover, 360 feedback focuses on behaviours and competencies more than on basic skills, job requirements, and performance objectives. These things are most appropriately addressed by an employee and his/her manager as part of an annual review and performance appraisal process. It is certainly possible and can be beneficial to incorporate 360 feedback into a larger performance management process, but only with clear communication on how the 360 feedback will be used.

 

What a 360 Feedback Surveys measures:

• 360 feedback measures behaviours and competencies
• 360 assessments provide feedback on how others perceive an employee
• 360 feedback addresses skills such as listening, planning, and goal-setting
• A 360 evaluation focuses on subjective areas such as teamwork, character, and leadership effectiveness

 

What 360 Feedback Surveys do not assess:

• 360 feedback is not a way to measure employee performance objectives
• 360 feedback is not a way to determine whether an employee is meeting basic job requirements
• 360 feedback is not focused on basic technical or job-specific skills
• 360 feedback should not be used to measure strictly objective things such as attendance, sales quotas, etc.

To demonstrate how to create, achieve and execute a successful 360 feedback survey, here are three top tips in helping to either, build the business case for doing it, if you aren’t already benefiting from this enriched staff feedback approach or by way of helping to shift what may be for some, the dreaded anticipation of this annual communication and feedback channel:

Define the objectives: Before you begin the process, define and understand the actual objectives of the survey ascertaining who it will be for, what information is needed for change to occur, tone and language, key areas which need employee insights and tying in with company goals/growth etc.

Consider, does it even need to be annual or in line with a business event or process, why shouldn’t it be a random or rolling process more regularly executed and invited rather than one event in the year? There are more intelligent approaches now, employee engagement pulse surveys run quarterly in many organisations, so why not consider running regular intervals for 360 surveys that are more relevant to the person being sought feedback about.

Understand & interpret: Successful 360 surveys are based on questions which entice understanding & honest feedback from the employee including what, how and why do they feel that way, what could be changed, do they understand the company’s objectives/vision and how can they integrate change into their daily roles.

Timing schedules: Choosing the right time to distribute the survey can have significant impact on the overall results.  Think about the purpose of the survey; is it to measure significant change in the workplace, is it to monitor performance levels or even a change in leadership structure? Timing is crucial for the successful execution of the survey!

More honest and wholesome feedback is guaranteed through 360 surveys; when and how often will you implement yours?

Talk to us about our intuitive and insightful enterprise grade employee engagement survey and action planning MI platform or our 360 degree feedback software today and arrange a demo. 

Further reading: http://www.hrmagazine.co.uk/strategic-hr/employee-engagement

 

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Engage & Prosper is a UK based privately owned Employee Engagement Consultancy and Social Enterprise, on a mission to help organisations develop a highly productive and fulfilling workplace culture, with their people, through enhanced employee engagement strategies, fabulous and effective internal communications platforms and tailored reward and recognition programmes.

For more information on Engage & Prosper or to discover how we can help you achieve your organisational and people goals please call +44 (0) 330 223 0464 or find out more at www.engageandprosper.com