How to do 360 feedback? (+ sample questions)

How to do 360 feedback? (+ sample questions)


Providing 360 feedback within a company is a real springboard for generating motivation and increasing the skills of all employees, regardless of their position. The discovery of oneself, of one’s potential as well as that of one’s professional partners leads to a relevant assessment of the state of a company’s strengths and weaknesses.

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What is 360 feedback?

360 feedback or also called 360° evaluation began in the 20th century in the United States. At the time created to measure leadership and development among managers, 360 feedback has grown over time. Today it is considered a real employee evaluation process of a company that can even complete the annual maintenance process. The purpose of this approach is to bring together all of a company’s stakeholders, whether they are directly linked or not, in order to implement a relevant and comprehensive study on the precise profile of professional employees.

This entire 360° evaluation process covers different areas such as emotional intelligence skills, employee know-how or decision-making skills. The particularity of 360 feedback is that it is carried out by bringing together all the actors of a company: managers, employees, leaders, suppliers, customers, etc. This 360° approach is characterized because it uses feedback from all the employees included in the study.

What are the objectives of 360 feedback?

360 feedback, used by companies, has different relevant objectives and allows them to significantly develop their potential.

First of all, by carrying out employee assessments and analyzing the answers given, the company has a much more objective global vision the functioning of its partners, but also the value they transmit to the company. The 360 ​​feedback allowing many people to express themselves, the comments collected offer the company a complete and reliable report in relation to the investment that could be made on a small group of 5 people for example.

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360 feedback also offers the possibility of identify strengths and weaknesses of each employee. This encourages a better understanding and apprehension of each person’s role within the company. For example, the impressions that certain actors might have may or may not be confirmed after analyzing the feedback. The 360 ​​assessment process offers a true study of the potential of each stakeholder and this allows the company to improve the focus on its investments in order to develop certain opportunities.

One of the objectives of 360 feedback is also to bring all employees together for a common goal and above all to bring positive actions to their attention daily emanating from their professionalism. The 360 ​​evaluation offers the advantage of seeing what works within the company and this is an excellent way to unite teams and share with everyone a certain recognition that is sorely lacking in some companies.

Finally, providing 360 feedback to a group of employees aims togenerate a more recurring natural feedback system in the latter. The process, even if it was set up at a specific moment within the company, must be able to motivate the parties to give feedback more often to ensure a natural continuity of the process. Thus, all the stakeholders involved in the evaluation remain in a constant dynamic of feedback allowing the company to constantly improve.

How to do 360 feedback?

Preparing for 360 feedback

Preparing for the 360° assessment is the crucial step in successfully carrying out the project. It must therefore be carried out sufficiently in advance and be thought through scrupulously. Poor preparation could negatively affect the process and the responses obtained, which could result in unfinished or unusable 360 ​​feedback. In order to succeed in this preparation, it is important to follow 2 steps:

  1. Think about the evaluation and have a real reflection on the objectives to be achieved. It is here that the 360 ​​feedback questionnaire must be developed according to the chosen collaborators who must also be the subject of a long reflection. The question of the confidentiality of the answers given must be raised at this stage.
  2. Present to all employees, integrated into the process, the planned 360 feedback. That is to say that it is essential to warn the parties of what is going to happen so that everyone can welcome the process in a positive and committed way.
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The process

Then comes the time to launch the 360 ​​feedback by distributing the questionnaires to the stakeholders. This questionnaire must be completed by all selected employees. They will be able to answer a number of questions generally presented in the form of a table or grid. The questions relate to the various professional, relational, emotional or even managerial skills that the employee may have. Each domain should contain subdomains for clarity and efficiency. The purpose of this questionnaire is for employees to self-assess their skills.

There is also the evaluation of the latter made by all the other collaborators around him. Indeed, other people who are part of his close contacts within the company (colleagues, hierarchical superiors, customers, etc.) must evaluate said employee by answering the same questions. Each person completing the questionnaire should not be aware of the responses of the other parties. Responses must remain anonymous.

The end of 360 feedback

Once the employees have finished answering the questionnaire, it is now necessary to collect them and analyze them. Depending on the feedback provided by each, the company will be able to draw up a report on the main positive aspects, but also will be able to completely optimize the performance of its employees. Two steps must be followed to finalize the 360 ​​feedback process:

  1. Analysis of the results: this can be done either by company employees who are part of human resources, for example, or the company can call on an external service provider to carry out the analysis. It is a long job that requires patience. The person in charge of studying the answers must proceed by comparing the answers of a collaborator and those given by the collaborators who evaluated him.
  2. The presentation of the results: it must be presented to each employee personally with a report explaining what emerges, but above all with an action plan to be put in place to develop their skills. It is also important to follow the evolution of each one in order to identify the difficulties which could arise, but also in order to note the progress.
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Sample questions for 360 feedback

Below is a list of questions that can be incorporated into the 360 ​​feedback process.

Communication :

  • Does Mrs/Mrs X communicate properly?
  • Does Mrs/Mr X have a coherent language?
  • Does Mrs/Mr X have the ability to convince?
  • Is Mrs/Mr X still listening?

Adaptability:

  • Does Mrs/Mr X always adopt a positive attitude in the face of difficulties?
  • Does Mrs/Mr X manage to question himself?
  • Does Mrs/Mr X adapt to the changes that occur?
  • Is Mrs/Mr X (she) humble in the face of the mistakes made?

Relationship:

  • Does Mrs/Mr X help his/her colleagues to develop professionally?
  • Is Mrs/Mr X open to criticism from colleagues?
  • Is Mrs./Mr. X ready to help his colleagues in the event of a problem?
  • Is Ms/Mr X cooperative?

Personal :

  • Does Mrs/Mr X manage his/her emotions well?
  • Is Mrs/Mr X a patient?
  • Does Mrs/Mr X have self-confidence?
  • Is Mrs/Mr X attentive and attentive?

Operational :

  • Does Mrs/Mr X always assume his/her responsibilities?
  • Does Mrs./Mr. X demonstrate organization?
  • Does Mrs/Mrs X have the capacity to manage a team?
  • Does Mrs/Mr X manage to manage any conflicts?

360 feedback therefore represents a real ally rich in skills development and allowing constant evolution of employees within the company. It is a process requiring intense reflection and careful analysis of the results.

To go further, download this report on the evolution of marketing and adapt your strategy to the latest trends.Marketing Evolution Report

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