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A well-planned 360-degree feedback process can boost overall team performance. Explore how and see practical ways to achieve this
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We're all a little guilty of thinking that our coworkers are just like us.
After all, we work together every day, so we assume that everyone is on the same page.
But what if they're not? What if you've been looking at your coworkers through a narrow lens for months or years, and you haven't even realized it?
That's why 360-degree feedback is so important in the workplace.
It's not just about you—it's about understanding how you fit into the big picture.
It helps you see where your strengths lie, and where there are areas for improvement. It shows you how others see you as a colleague, or as a leader. And it can help you grow professionally in ways that might otherwise be invisible to you.
In recent times, many organizations have moved away from the traditional one-on-one feedback methods to the 360-degree feedback model. They have found that it is one of the keys to a more effective, happy workforce.
But what is a 360 feedback survey, and how do you effectively implement it?
To learn more about 360-degree reviews and other performance management flows, book a demo today.
360-degree or 360 feedback is a systematic evaluation system where employees receive feedback on their performance from several stakeholders. These stakeholders or respondents can include their superiors, peers, subordinates, and even customers. With a good 360-Degree Review Flow, you can significantly boost employee engagement and improve managers’ professional development.
Since many people are involved in this feedback process, it is also called the multi-rater feedback system. It gives an overall analysis of a team member or manager’s performance. This feedback method is so effective that almost 90% of Fortune 500 companies use it.
Fun Fact: The global 360-degree feedback software market size is estimated to reach $1,908 million by 2029.
Most companies employ the 360-degree feedback style to identify employees’ weak spots and training needs. So you see, feedback doesn’t always have negative consequences. In fact, the benefits are numerous for both the company and the individual.
Let’s explore some of them.
Read - How Effective Employee Feedback Helps Managers
Some importance of 360-degree feedback in the workplace are:
Self-awareness is not just another management buzzword. Research has shown that employees who are self-aware are more emotionally mature and better at handling high-stress situations. They are also more productive and honest.
With 360-degree feedback, managers can get a clear picture of the strong and weak aspects of their work and behaviour. This full view removes bias and increases their level of self-evaluation.
Employee trust is the foundation of engagement and productivity. When employees take part in reviewing their managers and peers, they feel like their opinion counts. They’re able to share their thoughts without fear of repression or backlash. This culture of trust fosters better decision-making, improves engagement and encourages a more cohesive environment.
Need a way to unearth your employees’ strengths and help them improve their weaknesses? Implement 360 reviews.
The results will uncover the subject’s strengths and help you know how to tailor a development and training plan. Helping managers develop their strengths and improve their leadership skills is great for both their career growth and the company’s effectiveness.
Implementing 360 feedback for managers is a means for team members to effectively hold their leaders accountable in a positive manner. With a manager feedback survey system in place, being defensive and unapproachable is out of the picture.
Knowing that the purpose of 360 feedback is individual and organizational development, project leads will be able to take action on the feedback results. Note that results are more efficient when participants are given prior training on how to receive and implement feedback in a healthy and productive way.
Since 360-degree feedback gives reviews from different sources, it enables the participant to uncover blindspots in their performance. This is important for regular self-improvement because it lets the manager know how to focus their learning and development efforts on improving these overlooked behaviors.
Using 360 feedback for team leader performance review also helps the organization unearth skill gaps and training needs. A study by Degreed shows that 46% of employees are aware of the widening skill gaps. The 360-degree feedback can help you stay ahead of it and find avenues to upskill your team.
Traditional one-on-one feedback sometimes leaves room for bias and defensiveness. Sometimes, team members don’t even get to give feedback to their managers because they’re not sure how it would be received. But, with the 360 feedback system, managers and employees can review each other - improving the superior-subordinate relationship. The best part is that this feedback model allows for anonymity. Thus, both parties continue to work together to achieve set goals.
Now that we’ve explored the benefits of effective 360-degree feedback, you might ask, ‘How do I give good 360 feedback?’.
As Pablo Picasso once said, “Our goals can only be reached through a vehicle of a plan, in which we must fervently believe, and upon which we must vigorously act. There is no other route to success.”
In the same vein, implementing effective 360-degree feedback requires detailed planning. Applying the following steps will ensure success:
Discuss the idea and intended process with participants and reviewers. Let participants know the relevance, objectives and intended outcomes of the review process. Be sure to let reviewers know that they need to give honest, professional answers only.
Determine and outline the objectives you want to achieve. Also include the skills, values and behaviors you want to assess. These should typically focus on the manager’s personal and professional development. Outlining these will help determine what questions to ask and how best to structure them.
The manager's role and responsibilities are key factors for setting the manager feedback survey questions. For example, questions for a new manager who just finished their probationary period will differ from those developed for a long-term manager due for an annual performance review. With this in mind, carefully write out the questions.
The respondents should be selected with the ratee in mind. This ideally includes a combination of 5 or 6 persons who are colleagues, subordinates and direct reports. Be sure that you have enough people to ensure balance and provide different perspectives.
Respondents are most likely to give honest, constructive feedback when they know that their responses will be anonymous. So, be sure to reiterate this fact when briefing them about the review process.
The best 360 manager feedback tool is one that is easy to use, detailed and easily customizable to your organization’s needs. Look out for one that offers credible data security and has a great customer support team.
Assembly has an excellent, easy-to-use 360-Degree Review Flow that can help you set up project manager performance review surveys quickly. Book a demo today.
Once you’ve collected feedback from respondents, it's time to analyze the results and share with the participants. When sharing results, endeavour to deliver them personally. You could set up a 1:1 meeting with the employee to discuss the results and explore opportunities and strategies for improvement.
The review's objective will determine the questions you’ll include in your feedback survey. Some objectives and sample questions to include in your feedback are:
Here are some tips to bear in mind when drafting 360-review feedback questions:
One major benefit of 360-degree feedback is improved performance. Basically, employee feedback for managers and team leads promotes a higher level of self-evaluation and uncovers professional and personal development needs.
If you don’t have a consistent feedback culture, try cultivating one now. Using a customizable 360 feedback workflow will guarantee confidentiality, build trust, improve your relationship with your team and help you gather unbiased data to help your team grow.
Remember to set up follow-up sessions after the review is done. Depending on the employee’s needs, follow-up can come in form of workshops, mentoring and training sessions, etc.
Schedule a call today to learn more about Assembly’s performance management flows.
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Yes, at Assembly, security is a top priority. Each quarter, we have ongoing security work that is everyone’s responsibility. While we maintain a strong security posture, it was important for us to prove to our customers that we do everything we claim to do. This led us to pursue a SOC 2 Type II report that would provide evidence of our compliance with industry gold-standard security practice.
There is study after study showing that employee recognition leads to increased engagement. This in return creates an environment where employees are happier and more motivated which increase productivity and reduces voluntary turnover significantly. In order to filled critical roles, companies tend to spend nearly twice the value of an annual salary. Assembly is an investment in your employees that supports your bottom line.
Yes, we will offer contracts for companies with longer-term agreements to help larger customers have more certainty around future costs.
The minimum agreement term is a 12-month subscription.
We do and for FREE! Any new customer needing further support to get started with Assembly to ensure you're set up for success can request custom onboarding support. Improving your employee experience is about much more than just using our amazing software; it’s about transforming your business to create a workplace that people love. That’s much easier to do with the personal support and advice from our passionate people experts.
At the time of redemption (when your employees exchange their points for a paid reward) you'll pay face value. If a reward is a $10 Amazon gift card, your cost will be $10. All paid rewards are billed for on a monthly basis.
The good news is that you don't have to pay for rewards upfront because we only charge you when points are redeemed, not when they're earned.
We offer discounts or educational or charitable organizations. In order to secure a discount, you'll first need to book a demo with a customer support specialist.
For all other organizations, we are willing to consider longer-term agreements in exchange for discounts. To set up annual plans or longer, you will need to book a demo with a customer support specialist.
If you're on a month to month plan, you can go here and cancel anytime. If you're having concerns or need help setting up your account for success, you can always book a demo with a customer support specialist.
If you're on a longer-term custom plan, you'll need to reach out to your customer support specialist to cancel your account or email us at support@joinassembly.com.
Great question! You can customize your core values to match your organization's to boost and track alignment. You can change your currency from the 🏆 emoji (our default) to any emoji of your choice. You can swap our logo for your own. You can also set up company culture rewards such as, "Lunch with the CEO," "Buy a book on us," and so much more!
While we recommend a peer to peer set up where anyone in your organization can give or receive recognition, you can set up Assembly however you want. If you need to limit the people who can give or receive recognition, that's perfectly fine and can be done from your Admin, here.
Assembly connects to the tools your employees use every day to offer an easy, seamless experience with minimal change management.
Assembly has integrations with HCM/HRIS systems like ADP, Google, Office 365, and Slack. We also integrate with communication tools like Slack and Teams so you and your employees can access Assembly wherever they work now.
That depends on the company's permissions set up. That said, over 90% of the employees on Assembly's platform are recognized on a monthly basis. That means nearly every employee across all of our customers are receiving regular recognition from their peers, managers, or leadership. We're extremely proud of this.
They are not required. You can use Assembly without having rewards set up. However, we don't recommend it if you intend to have a high adoption and usage rate. You can always keep the costs down by offering internal culture rewards that are fulfilled by you internally.
No, you can remove allowances from anyone or everyone. It's up to you but we do recommend using points whether they're worth a real dollar value or not. Companies that use points have a much higher engagement rate even if those points don't exchange for real dollars.
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