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Will 360-Degree Survey Benefit Your Organization?

Most organizations tend to avoid 360-degree employee evaluation because of its complexity. There’s a lot of little knowledge and misunderstanding about 360-degree feedback in this part of the world, which is so unfortunate, because it is a very powerful tool for employees to improve their performance, particularly at the senior levels in an organization. Let us share 4 practical ways your business can benefit from a 360-degree survey:

Enables Open Closet Communication

Adopting the 360-degree survey practice allows employees in the company to comment on each other’s work. This opens an environment rich in communication and allows problems to be addressed and resolved with minimum undiscussables at work. Organizations that communicate effectively are many times more likely to retain the must retained employees.

Two or More is Better Than One

Receiving feedback from supervisors, peers and oneself proves to be more beneficial compared to receiving feedback from one individual. Employees receive feedback more frequently, and peer feedback (and feedback from direct reports) is just as beneficial as feedback received from superiors.

It Helps Create Generative and more Collaborative Teams and Communication

Team members that give each other feedback create a sense of accountability, and team communication is important. In an IIHRM survey 37% of employees saying a lack of open, honest communication has the most negative impact on employee morale in them, that fuel negative energy via water-tight like compartmentalized departmental operations.

Shapeup

360 appraisals provide employees with valuable feedback about what they need to do to further their effectiveness by improving their collaborative skills (98% of employees will fail to engage when they are given little to no feedback). With a 360 process, an employee is given multiple opportunities to learn what they are doing well and what needs improving.


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Our 360 Feedback Application require minimal technical skills, the project organizer can set up a survey quickly from a desktop computer. Responders reply via the Internet from work or home or mobile a big advantage for those with little privacy at work. But like any tool, it must be implemented by capable, trained professionals. iihrm can guide and skill the delegates.

 Immediately after the last reply has been submitted, the organizer can print out a detailed report. . Users appreciate the ease of set-up and customizing questionnaires; they also like the fast turn-around that provides an immediate return on investment.

360-Degree Feedback and Leadership

360-degree feedback is powerful because it helps leaders align themselves with the requisite competencies and collaborative skills needed for success: continuous learning, authentic team-playing, and personal awareness. Seeing themselves as others see them, and taking personal responsibility to change behavior to fuel productivity in paramount in this day and age. Often insulated by their positions, they discover truths that others lack the courage to tell them in person. The results include improvements in how they interact with their people and increases in morale and productivity.

is 360-Degree Feedback a Performance Review?

A 360 review is primarily for the benefit of the employee being reviewed, but it should not take the place of regular performance reviews or feedback. If a manager has specific performance issues with an employee, they should discuss those issues immediately and candidly. Additionally:

360-degree appraisal is not a way to measure performance objectivesIt is not a way to determine whether an employee is meeting basic job requirements 360 feedback is not focused on basic technical or job-specific skills When carefully implemented, 360-degree performance appraisals give leaders a refreshing lift improving morale, contributing to productivity, increasing the organization’s competitive advantage. To avoid mistakes, managers must have a clear vision of implementing the process and the person who analyzes the results must have the experience to interpret the feedback accurately. Beyond that, the analyzer must keep in mind everyone responds differently in different situations.

iihrm Survey’s 360-degree survey templates are completely customizable to meet your needs.

So, if you’re ready to gain 360-degree insight into individual and team performance, signup for our sample survey report to get a feel of the important feedback on employees’ performance from managers, co-workers, peers, and subordinates.