360 Degree Feedback Creates A Productive Environment

In today’s economy, 360 degree feedback has been one of the most productive ways to improve the
quality of a person’s work. The concept of 360 feedback is that typically several reports and/or
questionnaires will be filled out in regards to a particular employee, including reports from their team
leaders, manager, peers, and co-workers. Most companies and organizations use this particular type of
employee feedback so that everyone involved has a better understanding of what is being done well in
an individual’s work and where an individual could use improvement.

This method of feedback is very convenient for an employer or manager to see where their company
might need more training. It is an easy way to isolate the strengths and weaknesses of an employee,
project or company itself. A manager or company is able to easily gain a better understanding of what
needs to be improved in different departments and where strengths lie throughout the company. The
best thing about 360 degree feedback is that it is anonymous. Where there is anonymity, there is more
honesty. In a general 360 degree feedback setting, employees are asked to submit their opinions as well
as assessments to the company or employer. They are also told everything they say is anonymous.

The majority of assessments offered for 360 degree feedback include basic skills and knowledge, work
presentation, ability to listen , plan and efficiently set goals. This 360 degree feedback might also assess
an employee’s capability of leadership, team building skills and the general effect that an employee
has on the company and work environment in general. 360 degree feedback, however, will not assess
certain qualities of an employee or company. Most surveys, reports or questionnaires will not ask to
measure certain qualities such as punctuality, attendance and whether or not certain sales demands are
being made.

It is also important that 360 degree feedback is very goal-oriented. If not, the result can be negative,
counter-productive and dysfunctional. Feedback should be focused on both strengths and weaknesses.
360 degree feedback experts suggest there be a neutral party or a Human Resource representative to
be available if an employee feels uncomfortable or upset. In order to set specific goals, a plan should
be drawn up of how to execute the 360 degree feedback delivery. There should also be a list of goals
that the employer or company would like to see. For example, “What is the consensus of the company’s
standing with the public?” Once having certain goals or questions about the company’s well-being, 360
degree feedback will be more effective.

360 degree feedback is also suggested to be followed up within year of the first assessment. In doing so,
the employer or company will be able to see if there were results after giving such feedback. For many
people, receiving constructive criticism is imperative to developing their leadership and team building
skills. Once an employee has been told of their strengths and weaknesses, they will be more susceptible
to working on their weaknesses. In conclusion, 360 degree feedback is an incredibly effective way to
discover strengths and weaknesses through the company or management and to learn what needs to be
changed for a more productive company.