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A G U I D E T O 3 6 0 D E G R E E F E E D B A C K SURVEY

C O N T E N T S 1. OVERVIEW & BENEFITS OF 360-FEEDBACK 2. THE PARTICIPANTS 3. WHEN TO CONDUCT FEEDBACK 4. HOW TO IMPLEMENT 360-FEEDBACK

OVERVIEW & BENEFITS 360 Degree Feedback Survey is also known as multi-rarer feedback or even performance appraisal. It helps in giving an overall picture of employee performance. Once the opinions have been compiled and analyzed, the tool also helps in tracing how efficient and productive a certain employee is. 360 feedback provides each employee the opportunity to receive performance feedback. It proves to be one of the most credible forms of employee assessment. When conducted at regular intervals, it proves to be a great inspiration for developmental activities for employees. B E N E F I T S O F U S I N G 3 6 0 D E G R E E F E E D B A C K SURVEY  Provide a broader perspective on employees: 360 surveys give employers and managers insight into the specific roles employees play within the organization. Though managers oversee specific team members, they may not know everything there is to know about each employee’s performance; the employee’s colleagues and clients may have a better perspective on this.  Identify performance gaps: A 360 survey uncovers blind spots in an employee's performance and behavior. This can encourage team members to be more self-aware and work to improve on these weaknesses.  Create a better sense of teamwork: When employees hear from teammates about what they need to improve, they can grow into better team members and enhance overall productivity of their team.  Create accountability: When feedback comes from all levels of an organization, employees may feel more driven to improve and be more conscientious of their actions and behaviors. Moreover, 360 surveys provide a record to help employees stay accountable for their improvement goals and managers to track their progress and provide support.  Highlight career development opportunities: Feedback from the surveys may offer insight into an employee’s talents, which can open up possible career pathways for them. Managers can work with employees to map out possible promotion opportunities based on the data received from 360 surveys. The 360 assessment process helps leaders increase awareness of their leadership strengths and development opportunities and forms the foundation for their leadership development plans. When the results of a function or team are consolidated, it provides invaluable input about organizational opportunities to build leadership capability, enhance employee engagement and improve business results.

S EL F E E R 3 60 D E G R E E T H E P A R T I C I P A N T S S UB O RD I N AT E The tool is typically used for employees at middle and senior-level. It includes direct feedback from an employee’s subordinates, peers and supervisor as well as a self-evaluation. The number of feedback providers ranges anywhere between 5 and 10, keeping the anonymity of the feedback intact. In some cases, the feedback can also be from external sources like suppliers or clients. It leaves individuals to reflect on the gap that lies between what they think of their work performance as opposed to how others rate them. It gives them a visual of their strong and weak areas. The ratings give an overall view of the employee’s communication, motivational skills along with his delegating abilities. Last but not the least, peer’s review can help in identifying an individual’s team work, collaboration and sensitivity towards colleagues.

WHEN TO CONDUCT A 360-FEEDBACK 360 surveys should be conducted every six to 12 months. This allows enough time for employees to build and work on their development plan. Managers and employees to discuss the employee's progress and raise concerns. Employers should use 360 surveys if:  The survey’s intentions are consistent with their organization’s performance management philosophy. In other words, are the intentions of 360 surveys aligned with company goals and values? If your business holds a high level of transparency and trust, it may experience more success with 360 feedback than organizations that are still working on these areas.  The survey promotes two outcomes: employees’ accountability for past performance and development for future performance. This requires mapping out a thorough performance action plan and ensuring all employees understand the intent and value behind it. It’s important to ensure 360 surveys will work at your business. Therefore, employers should customize this feedback system as needed to set up their employees for success.

HOW TO IMPLEMENT 360-FEEDBACK Take a few easy steps to successfully conduct a 360 degree feedback in your organization. DE F I N E T H E OB J E C T IV E Having an aim goes a long way in determining how successful your feedback tool turns out to be. 360 feedback can be rolled out for determining performance, determining skill gaps, hi-potential identification, and succession planning. IDENTIFY T H E PA R T I C I PA N TS Feedback providers can be classified into various groups including subordinates, peers, managers or customers. Additionally, the seeker’s feedback is also taken into consideration to find any disconnect between what they think of their work against others opinion. When compiled and analyzed, the feedback from all these groups prove beneficial for both the company and individual.

O U T L I N E C OM P ET E N C Y F R A M E WO R K Finalize a set of competencies to map employees on, identify behavioral indicators associated with those competencies. The indicators reflect how employees handle stress, manage high priority tasks, deal with ambiguous situations and other factors that affect their performance and overall productivity. ROLLOUT REL E VA N T SURVEY QUESTIONS The right set of questions go a long way in creating self-awareness which in-turn makes employees work on their weak areas. Without expert assistance, the feedback mechanism would render inaccurate results. Hence, skilled psychometricians should be consulted to create questions as per relevant competencies. 14

P I L O T T H E S U RV EY Make the survey live for a particular group or department. It would be an occasion to identify any kind of repetitions, confusing questions or missing items. After they are done filling out the sample survey, ask them for specific comments. This practice will help in figuring out any potential problems which can be nipped in the bud. Secondly, pilot participants can also act as agents in user acceptance of the 360 feedback mechanism within the business. P R O V I DE C OM P R E H E N S IV E R E P OR TS An effective 360 assessment culminates with the final report. Which is why it is of utmost importance that the results of 360 degree feedback survey are presented in a coherent and concise manner. Employees should easily be able to understand where their strength and weaknesses lie. This will urge them to focus their development goals in order to get maximum output. 360 reports should explain the purpose and guide individuals to look back and use the information for their development journey. While individual reports are good for self-awareness, group-level analysis helps in training needs identification, group insights being much more actionable.