The Impact of 360-Degree Feedback: Benefits and Best Practices

One of the main reasons why organisations implement 360-degree feedback is to identify their strengths as well as areas that need improvement. It is often regarded as a perfect starting point for most leadership programs. In this post, we will delve deeper into the benefits and best practices for 360-degree feedback.

Benefits of 360-Degree Feedback

Promotes Objective Valuation

With 360-degree feedback, employees can get insights into their performance in the leadership role. It allows them to get a well-balanced view of themselves from the perspective of people around them, including employees and peers. However, it is important to note that good examples of feedback, such as positive reinforcement and constructive criticism, are the ideal direction to go in these instances. They not only encourage personal growth but also work well to bridge the gap between what the employees think about themselves and what others think about them.

Enhances Decision Making

Another benefit of 360-degree feedback is its ability to enhance decision-making for those individuals in leadership roles. That is especially true in terms of employee development, reassignments and even promotion. Since they receive feedback from all corners of the organisation, it becomes easier for them to identify strengths and weaknesses as well. That allows for better job assignments – ensuring employees are placed in areas where they excel. 

Improved Work Relationships

Criticism – whether positive or negative – might not always be received positively. As such, one-to-one feedback might not be a good way to evaluate the performance of an individual in the organisation. The personal connection in this aspect can ruin relationships within the business. However, with 360-degree feedback, the evaluation is totally anonymous, which eliminates the risk of broken work relationships.

Improved Performance

360-degree feedback evaluates both the negative and positive aspects of an individual. As a result, it gives them room to improve on their weaknesses while also doubling in on their strengths. In addition, it promotes self-accountability and encourages positive employee relationships. And, as we know, such positivity in the workplace can significantly boost performance.

360-degree Feedback Best Practices

To reap the full benefits of 360-degree feedback, it is essential to understand its best practices. Here is a summary of how to do 360-degree feedback the right way:

• Set Goals: The first step towards an effective 360-degree feedback program is setting actionable goals. Clearly defining these goals allows you to keep your priorities at the forefront, which facilitates the program’s success.
• Consistency: The most successful 360-degree feedback programs are those that are done consistently and frequently. Organisations need to gather feedback every few months to ensure that the collected data is accurate and that there are no massive gaps in performance between the previous and current ones.
• Create a culture of trust and credibility: 360-degree feedback programs can only be effective if the feedback received is credible. For that reason, it is essential to communicate clearly with them about the desired outcome from the reviews. Highlight that the goal is not to critique but rather improve their growth and performance in their individual roles.