360-degree feedback can provide many benefits; for example, they help eliminate biases, creating a better picture of the employee’s competencies. However, implementing 360-degree feedback can be challenging. In this article, we outline some steps to help implement 360-degree feedback.
1) Identify the aims and objectives
Before you can implement 360-degree feedback, organizations should identify the purpose and objectives of the process. Why do you want to implement 360-degree feedback? How are you going to use that data? How will you document the data? While organizations may have similar reasons for wanting to implement 360-degree feedback, understanding how it fits into your performance management process is a critical first step to help get leadership buy-in and employee adoption.
2) Communicate the purpose and expectations
Employees must understand the objective of 360-degree feedback, the importance of it, and the overall expectations during the process. There should also be some guidelines on confidentiality, how the data will be used, and what behaviors will be rated. Proper education and training on how to give and receive feedback should be given to help keep employees aligned.
3) Have a tool that makes giving, sharing, and documenting 360 feedback easy
If you are implementing 360-degree feedback for the first time, ensure that the tool or form that is being used is easy and simple. If you want people to share feedback, make it easy for them! (At Pavestep, we make it easy to share 360 feedback – feel free to check out our 360 feedback software).
Organizations should also be documenting all the feedback that is being shared. Do not let the feedback get lost in the admin paper stack. If the goal is to truly paint a better a picture of an employee’s performance, have a place to document the feedback so that it is easily accessible.
4) Revisit strategy and adjust accordingly
Monitor how the process is going. If your organization conducts 360 feedback all year around, create some KPIs on the number of feedback an employee should give. If your 360-review is part of the formal review process, create realistic deadlines. The more raters there are, the longer the 360 process will take. If people are not adopting 360 feedback, you may need to revisit point #2.
How is your company implementing 360-degree feedback? – Let us know!