What is 360-Degree Feedback? 

1. Creates self-awareness

As 360-degree feedback gives the employee a thorough understanding of their strengths and weaknesses as well as how other people assess their performance and behavior, this helps individuals better understand themselves and their impact on others and make conscious efforts to enhance their skills, leading to personal growth, professional growth, and improved relationships.

2. Facilitates personal growth

Receiving feedback is an important aspect of personal growth and development, and the 360-degree feedback process can facilitate this by providing individuals with a comprehensive view of their strengths and weaknesses. It can help your employees identify areas for improvement and create personalised development involving steps such as setting specific goals, prioritising tasks, and seeking out training or resources to work on those areas and improve skills.

3. Gathers anonymous feedback

When employees who are providing feedback for a coworker, are assured that their feedback will be anonymous, they are more likely to provide honest responses. This leads to more accurate and valuable feedback for the individual receiving the feedback. Additionally, anonymous input can help ensure that all feedback is based on factual observations and experiences and reduce the impact of personal biases.

4. Ensures unbiased evaluations

360-degree feedback helps reduce bias in performance evaluations. By gathering feedback from multiple sources, including peers, subordinates, and managers, the process helps to provide a more balanced and accurate view of an individual's performance. This reduces the impact of personal biases or perceptions that might influence evaluations performed by a single individual.

5. Improves organisational culture

By encouraging open communication and a culture of trust and openness, the 360-degree feedback process has the ability to enhance organisational culture. When implemented consistently and fairly, it can promote an environment in which people feel at ease expressing their opinions and sharing constructive feedback with one another. As a result, the organisation as a whole may benefit from stronger relationships, increased collaboration and teamwork, and a continuous improvement mindset.

6. Supports performance management

Implementing a 360-degree feedback program can seem overwhelming, but with proper planning and execution, it can be a valuable tool for personal and organisational growth. Here are some steps to help get started:

1. Get strong leadership support

Leaders (executives, managers, team leads, or supervisors) must be fully committed to the process and understand its value in improving organisational culture and employee performance.

2. Determine the objectives

Clearly define the goals and objectives of the feedback program, including what competencies will be evaluated and how the feedback will be used. You must have a clear understanding of why you want to implement 360-degree feedback and what you hope to achieve.

3. Choose the participants

Decide who will participate in the feedback process and ensure that they understand the importance of their role and the confidential nature of the feedback they provide.

4. Communicate effectively

Communicate clearly about the process, the purpose, and the expected outcomes.

5. Assess employee readiness

Employees must be prepared to receive feedback and be willing to engage in a process of self-reflection and growth.

6. Use an appropriate tool

You must have a software solution to implement the feedback process, which is easily accessible and user-friendly, such as Numla HR Surveys App. Your employees must be trained to easily use the platform. Providing employees with demo videos for training purposes is a great way to help them learn how to use the platform and ensure a smooth implementation of the feedback process.

7. Create a timeline

​Specify a time period for conducting the feedback process. Decide on a start and end date for distributing the feedback questionnaire set deadline for when responses should be submitted, and determine when feedback results will be shared with employees. The timeline helps ensure that the process is completed in a timely and organised manner.

8. Decide and communicate the frequency of the process

​You can decide whether to conduct 360-degree feedback annually, semi-annually, or even quarterly, depending on the specific needs and objectives of your organisation. It helps to ensure consistency and regularity in the feedback process.

9. Launch the feedback process

Now you are all set to initiate the feedback process. Once it begins, monitor its progress and address any issues to ensure it meets its objectives of improving organisational performance and fostering growth. Ask the participants for their suggestions to make the process as effective as possible.

Carrying out 360-degree feedback has never been easier! With our HR Surveys app, you can run the process in just a few simple steps: 

1. Go to the HR Surveys app

Simply log in to the Numla HR system and go to the HR Surveys app.

2. Create a new survey

When you go into the HR surveys app, you can see the surveys you have created. To start a new one, simply create a new survey and start building your 360-degree feedback questionnaire.

3. Give it a title

Give your survey a clear title to inform evaluators about the employee under evaluation.

4. Add questions

The next step is to add the questions you want to ask in the questionnaire. You can choose from multiple choice, rating scale, or open-ended questions, depending on the type of information you want to gather.

5. Assign scores to responses

If you're using multiple choice or rating scale questions, you can assign scores to each choice or rating, to help quantify the responses received.

6. Activate the survey

Once you've added all the questions and assigned scores, you can activate the survey, which will make it available for participants to access.

7. Select the evaluators

Decide who will receive the survey and add them to recipients, such as managers, peers, subordinates, the employee himself, or others.

8. Set a deadline

Set a deadline for answers to the questionnaire, giving participants a specific time frame to complete and submit their responses.

9. Send the survey

Send the survey to the participants' email addresses. The chosen evaluators will receive the questionnaire in their email, from where they can directly access the questionnaire and submit their responses

10. Monitor status

You can monitor the status of the evaluation by going to the created survey. You can review responses against individual questions or see results as summary reports or charts. This allows you to keep track of the progress of the feedback process and ensure that all participants have completed their evaluations on time.