360 Degree Feedback Mechanism
The 360-degree feedback process is nothing but a review process where an individual gets his feedback from the people around him, it may be his manager, immediate supervisor, peer, subordinate, clients, customer, and self. Here an individual gets a complete insight on his performance which not only includes technical aspects but also covers behavioral aspects that basically help an individual to grow at their workplace.
So, when we are discussing 360 -degree feedback mechanisms in an organization, it takes a lot of effort to roll out the process. HR or the management needs to take care of the following steps before implementing the process.
- The Planning Phase– When we talk about planning, we need to first identify what we are going to measure? What tools we are going to use for measurement? What kind of questions do we need to set so that employees could answer them without hesitation? What competencies we need to highlight and whatever the outcome comes how we are going to deal with that?
- Design questionnaire– What to include in questions is a big task, whether we should go for subjective questions or objective-based or open-ended questions or close-ended? Are these questions the same for all levels or do we have to customize them as per the roles and designation in an organization? Also, how many questions we need to mention/add so that it does create an interest among the individuals who give/write feedback.
- Measurement tools– When we talk about measuring tools, we include the rating scale option here, for example, rate the performance of the candidate between 0-10 rating scale where 0 is the lowest value and 10 is the highest or parameters like “excellent”,” good”, “average”, “poor”, or “agree”, “disagree” and so on. Based on the type of questions we need to select the measurement tool.
- Who are the Respondents – Here we need to clearly define who all are the respondents that will participate in the 360-degree feedback process? Do we need to include the internal team only or consider outside (customers and clients) feedback to complete the feedback process?
- Feedback Analysis– After the completion of feedback, each individual needs to take feedback positively, which helps them grow further. It is also important for the HR Managers or the management to identify the training needs of the employees and provide necessary training to them.
- Continuous Process– Feedback should be continuous in nature which not only helps employees to identify and rectify their performance, but it also gives management a clear picture about their work culture and both of them together can make the organization a better place to work and increase productivity & profitability.
On a closing note, I can say that 360-degree feedback if implemented correctly in an organization taking care of all the pros and cons or clearly defining the objective and purpose to the individuals it would be a great success in terms of creating a joyful environment in an organization, motivating employees for more work, giving them the feeling of connecting with other people.
For more details can reach us at sales@prizma.tech and schedule a demo.
Written By: Preeti Sontakke & Compiled by Mayuri Pandya
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