The What, Why, and How of 360 surveys.
What is 360 feedback?
360˚ Survey is a questionnaire-based process where an employee rates themselves and has others (e.g., supervisor, peers, and direct reports) who interact with them on a regular basis rate them on behaviors related to performance.
The feedback provides an employee with a comprehensive view of how their performance self-rating compares to how others rated them.
When should I use 360 feedback?
360˚ Feedback should be used as a developmental tool that can help an employee better understand how their behavior is viewed by and/or affecting others. Some common uses of the 360 include:
- When measuring “soft skills” or the “how” people conduct work is important
- Gauging developmental needs and strengths
- Assessing how well individual behaviors align with and support organizational goals
- Gaining performance related information to assist with career tracking and development
- Working with an executive coach to identify developmental goals
What are some of the benefits of 360 feedback?
- More focused development that is aligned around the competencies needed to achieve the organization’s strategy
- Provide employees with a comprehensive understanding of their strengths and developmental opportunities
- Increase awareness of how the organization would like employees to perform
- Align the person’s individual development with organizational goals
- Provides a consistent and structured source of feedback outside of the traditional performance review
How often should an employee receive 360 feedback?
A 360 survey is best completed once every 12 months.
However, “booster” 360s, which are focused on the areas where the most development is needed, can be conducted once every three months or so to monitor development progress.
A “booster” 360 simply asks respondents to answer a subset of competency items related to areas on which they are focusing development.