Conducting 360 feedback is a process of sharing and receiving feedback across all levels of the organization. The comprehensive feedback mechanism lets employees receive structured feedback from different individuals, including managers, direct reports, peers, and anyone in the organization, anonymously. You can also nominate reviewers from outside the organization by adding them as external respondents. Click here to know more about participants of a 360 feedback.
A successful 360 feedback enables you to identify the development gaps by providing a comprehensive vision. Receiving multiple inputs from various disciplines offers more self-awareness about your workplace behavior and relationships. The anonymous feedback drives engagement with honesty and accuracy, which improve employees' performance and raise overall organizational productivity. Click here to know more about competencies in 360 feedback.
Here is how the process takes place:
- The 360-degree feedback organizer starts the feedback process by:
- Setting up the cycle: A cycle is what sets the 360 Feedback in motion.
- Creating a template: A template consists of sections, and each section has questions based on which the respondents give feedback.
- Adding reviewers and reviewees:
- Reviewers are called respondents, those who give feedback.
- Reviewees are users about whom the respondents share feedback.
- Nomination: Once the organizer adds reviewees to the cycle, the nomination process starts by adding respondents for each reviewee.
- Feedback Submission: A feedback report is available after all the respondents submit their feedback. The report might be accessible to the employees and manager depending on the settings enabled by the admin. Once enabled, they can access the report and check the feedback they have received.
Note: Remember that employees and managers can nominate reviewers based on the settings configured by the feedback organizer (admin). Reviewers are also known as respondents who provide their feedback to the reviewees.