Feedback is a powerful tool to help employees and managers grow. It motivates, provides insight and contributes to better performance. But how do you make sure feedback is truly valuable? One method that is becoming increasingly popular is 360-degree feedback. In this blog you will read what it is, why it works and how to apply it.
The name says it all: feedback from all sides. Not just from your supervisor, but also from colleagues and sometimes even customers. The result? A complete and objective picture of someone's performance.
Compare it to other forms of feedback:
Feedback from one person is often limited. A supervisor does not see everything and can be biased. By gathering multiple perspectives, you get a more honest picture of strengths and areas for improvement.
Benefits:
360 degree feedback is not an end in itself, but a means to stimulate development. Here's how you tackle it:
Step 1: Determine evaluation criteria.
What do you want to measure? Consider competencies, cooperation, communication and personal development. Use company goals as a basis, but tailor to the position.
Step 2: Draw up an evaluation form
Create a short questionnaire with 5 to 10 questions. Use a scale (e.g., 1 to 5) and leave room for explanation. Examples of criteria:
Step 3: Choose the feedback team
Select 3 to 5 people who regularly work with the employee. Avoid friends or colleagues with whom the relationship is strained. Include self-reflection: have the employee self-assess.
Step 4: Analyze the results.
Look for patterns. Where do scores match? Are there outliers? Discuss notable differences in the evaluation interview.
Step 5: Conduct the interview
Discuss strengths, areas for improvement and opportunities for development. Agree on support, such as training or coaching. Make sure the conversation is safe and constructive.
You can use this method prior to performance or assessment interviews, but also more often, for example every quarter. In this way, feedback remains current and employees can adjust in the interim.
In principle, for everyone. Younger employees in particular appreciate this approach because it feels more honest and managers also receive feedback. This makes the conversation more equal and strengthens cooperation.
360-degree feedback provides insight into more than performance. It shows how a person is perceived by others and encourages personal growth. It fosters a culture where feedback is normal and where employees feel engaged and motivated.
How do you apply 360-degree feedback?
Follow steps such as: determining evaluation criteria, creating a form, assembling a feedback team, analyzing results and conducting an interview.
Who is it suitable for?
For all employees, and also for managers. It strengthens collaboration and team dynamics.
What are the benefits?
A more complete and objective picture, more open communication and better development opportunities.