The Role of 360-Degree Feedback Surveys in Employee Development and Performance Management

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When running an office, it is absolutely essential to frequently measure how the employees are performing. If they are falling short, the managers can organize workshops or lessons that help them improve their performance. If they are doing well, the managers can reward them with a small party. There are many different ways of measuring it. But one increasingly popular one is 360-degree feedback surveys. 

These surveys are designed in such a way that allows your peers to rate your performance. It is a very unique metric for evaluating employee performance and can provide valuable insights. Fortune Business Insights writes that the market size for these kinds of software was $820 million in 2021 and was expected to grow rapidly. This article will take a look at why that is and how it can help your business. 

Introduction to 360-Degree Feedback Survey 

Have you ever received feedback from just one person and felt like it didn’t quite capture the full picture of your strengths and weaknesses? That’s where the report comes in. They allow multiple people, usually peers, managers, and direct reports, to provide feedback on your performance, giving you a complete picture. 

But why use one? Well, for one thing, it can help you identify blind spots in your performance and areas for improvement that you might not have noticed on your own. Additionally, it can help build trust and communication within your team by giving everyone a chance to provide feedback in a safe and structured way.

Use it as a powerful tool for personal and professional development. But as with any tool, it’s important to use it correctly and for the right reasons. So before jumping in, take some time to consider whether it’s the right fit for your team and your goals.

The Link Between Employee Development and Performance Management

Employee development and performance management may seem like separate things, but they’re actually closely intertwined. The goal of performance management is to improve the performance of the organization by improving the performance of individual employees. And one of the most effective ways to do that is through employee development.

When employees have the skills and knowledge they need to perform their jobs well, they’re more likely to meet or exceed performance expectations. And in this regard, you should know that 69% of employees say they would work harder if their efforts were recognized through feedback. This benefits the organization as a whole and helps employees feel more engaged in their work.

A 360-degree feedback survey can be a valuable tool in this process by identifying areas where employees could benefit from additional training or development. By creating personalized development plans based on feedback survey results, managers can help employees build the skills they need to perform at their best.

How 360-Degree Feedback Surveys Can Help Identify Areas for Improvement

One of the main benefits of a 360-degree feedback survey is that it can help identify areas for improvement that you may not have been aware of. By gathering feedback from multiple sources, you can get a more comprehensive view of your performance and identify patterns or themes in the feedback. 

This can help you identify areas where you may need to improve, whether it’s in your communication skills, time management, or any other aspect of your performance. Armed with this information, you can create a plan to address these areas and improve your overall performance. 

Take, for instance, Mike, who runs a telecommunications company with more than 50 employees. He used a company by the name of G360 Surveys to conduct one for understand the easy-to-use mechanics of this survey and the simplicity of the report produced have helped him connect with his employees in a completely new way, and he believes every company should do the same. 

Creating Action Plans Based on 360-Degree Feedback Survey Results

Once you have gathered feedback through 360 feedback, the next step is to create an action plan based on the results. This plan should identify specific actions you can take to address areas for improvement identified in the feedback.

One approach is to focus on the most commonly identified areas for improvement and create SMART (specific, measurable, achievable, relevant, time-bound) goals to address them. For example, if several people gave feedback that you need to improve your time management skills, you might set a goal to prioritize your work more effectively and schedule your time more efficiently.

One of the most important outcomes is their ability to make a positive impact on company leadership. HBR shows that as leadership effectiveness increases, so does employee engagement. With these surveys, managers can review how they are perceived by their employees and make changes to their behavior if necessary. 

Seeing The Results

It’s important to incorporate the results into ongoing performance management processes. This means using the feedback to create development plans, setting goals, and tracking progress over time.

Measuring the impact on employee development and performance is also critical. This can be done through a variety of methods, such as tracking changes in performance metrics, conducting follow-up surveys, or gathering feedback from managers and colleagues.

By integrating surveys into ongoing performance management and measuring their impact, organizations can ensure that they use the tool effectively and achieve the desired outcomes. It can also help foster a culture of continuous learning and improvement, benefiting both the organization and its employees.

Now that we have reached the end of this article, you should know that 360-degree feedback surveys are tools that can be extremely helpful but also disruptive if used incorrectly. Be sure to assess your needs and review the pros and cons of this service before you avail of it. Also, be sure to check the various companies providing this service and hire the ones best suited to your needs.

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Simon Costanza
Features Editor


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