Feedback isn’t just a kindness today, but a necessity for growth and development if not the main building block for it. When it comes to feedback that has it all, there is no other tool to talk about than 360-degree feedback.
As a mechanism that provides insight into all accounts such as strengths, weaknesses, and growth opportunities, 360-degree feedback is an invaluable method. Unlike what we’re used to from traditional performance appraisals, 360-degree feedback gives a wide range of perspectives to peers, managers, subordinates, and even external partners.
Let’s dive deeper into the world of 360-degree feedback, what it is, why it’s important, how it works, and why it’s integral to personal and organizational learning and development!
360-degree feedback is a well-rounded performance evaluation approach that collects feedback from several sources around an individual’s workplace. 360-degree feedback differs from the traditional performance reviews that typically gather feedback from only the supervisor in charge.
As the term 360-degree implies, this type of feedback seeks out input from multiple perspectives ranging from peers, subordinates, managers, and other relevant parties to one’s work. It’s not only different in perspective types but also in terms of the overall viewpoint of what 360-degree looks into.
With the 360-degree feedback method, employees are evaluated through a holistic viewpoint which will include their performance, behavior, and competencies. The collection of this information from such sources usually occurs via anonymous surveys, asking questions regarding the employee’s behaviors, such as leadership, problem-solving, and crisis management.
Since this approach to performance evaluations has such a wide-angle view of an individual, it becomes a powerful tool that can guide employees and organizations alike to thrive in their industries and reach long-term success.
As we mentioned, the holistic view that 360-degree feedback provides is an invaluable asset to any employee and organization simply because it promotes self-awareness, supports employee growth, and uncovers blind spots. Let’s take a closer look into the types of benefits 360-degree feedback provides.
The best and easiest way to implement 360-degree feedback is to use the right tool. There are plenty of incredible feedback platforms out there but when it comes to integrating 360-degree feedback into Microsoft Teams and Outlook, we strongly recommend that you try the highest-rated performance management application in the Microsoft Teams App Store: Teamflect.
Whether you are inside the Microsoft Teams App Store or the Outlook App Store, simply search for Teamflect.
Since Teamflect uses your Microsoft Account to log-in and draws your organizational chart directly from Entra ID (Formerly Azure AD), you won’t need to spend any extra time setting up or adding users manually!
Once you’ve added Teamflect as an app inside Teams, you need to choose the feedback module and go to the tab “My 360-Feedback”. From there you can reach all of your feedback templates that are ongoing or previously conducted surveys.
360-Degree feedback inside Teamflect is comprised of three main sections:
The self-assessment section involves the individual the particular 360-degree feedback cycle is centered around answering feedback questions about themselves and contributing with their own perspective.
The “Feedback Providers” section includes feedback received from:
When a feedback request is sent, the feedback providers receive an easy-to-complete 360-degree feedback template through Microsoft Teams or Outlook and deliver their feedback with ease. Once complete the only step left is analysis.
Once the surveys have been filled out you’ll be presented with an in depth analysis of the results to your 360-degree feedback.
While you can read the results yourself, you can also choose to summarize the results with our built-in AI feature and make the process easier and more efficient.
360-degree feedback can be integrated into different facets of performance management with ease to provide leaders and employees alike with a more complete perspective on each other.
When using a complete performance management solution like Teamflect, you can integrate 360-degree employee review questions into performance appraisal, integrating perspectives from direct reports, peers, external parties, and managers, into an individual’s performance appraisal.
Here are some essential practices to keep in mind when you’re conducting your 360-degree feedback!
Clear Purpose and Goals: Defining your purpose and goals with the method is integral to having a smooth process with real actionable results. Only then you can receive the benefits it offers for personal and professional development within the organization.
Anonymity and Confidentiality: Keeping anonimity throughout your 360-degree feedback processes will allow fairness in your process. This will help cultivate trust and openness in your feedback journey.
Reliable Assessment Tools: Seek tools that are valid, raliable and one that appropriately matches your organizational culture. Make sure that the feedback tools are easy to use and accessible like Teamflect, so that your workforce engages with it.
Self-Assessment: While it may be overlooked at times, self assessment is yet another important element of 360-degree feedback. By incorporating a self evaluation into the mix, employees and managers alike will have a chance to see how aligned the individual truly is and how self aware they are of their performance.
Action Planning and Follow-Up: Participants need to be encouraged to develop action plans with their administrators according to the results they receive. Without creating a road map to development, there is no real purpose to collecting and analyzing feedback in the first place. Otherwise, individuals cannot work towards their individual goals, contirbuting to organizational success.
A Culture of Continuous Feedback: For long term success through feedback, the process of 360 degree feedback must be embedded into the culture of your organizaiton. With this consistency, your workforce will be constantly developing, your organization purposefully striving for success, and the attraction of top talent and employee retention in the process as a result of a thriving entity.
To give you an even better idea of what 360-degree feedback is all about and what it might look like, here are 20 sample questions that you can implement in your own evaluations and if you please, some example templates for 360-degree feedback.
In its essence, 360-degree feedback is an invaluable tool that can help idiviuals and organizations thrive together. If implemented effectively, 360-degree feedback will encourage self awareness, strengthens relationships and supports talent development.
As a method that will not only empower your workforce but also your organization, once you avoid the common pitfall of 360-degree feedback, the power of the approach will be iminent and help individuals and the collective to strive to new heights of success.
An all-in-one performance management tool for Microsoft Teams