English 
Vietnamese There are many different methods when it comes to employee performance reviews.
This guide provides you with almost all commonly asked questions about 360-degree feedback. TRG will keep this page updated so you can return whenever you need clarity on the feedback process.
360-degree feedback questions we addressed in this article:
What is 360-degree feedback?
360-degree feedback is a tool, a method, a program used to evaluate an individual’s behaviour and performance through the form of feedback. The feedback is collected from the person being evaluated and their colleagues, direct reports, subordinates, etc.
Participants will be asked to give feedback about an individual by answering a series of behaviour and performance questionnaires. The results will paint a rich and complete picture of the person in question and how they do professionally.
How does 360-degree feedback differ from traditional performance reviews?
Traditional performance reviews tend to be top-down, with the manager acting as the sole evaluator, giving their views, comments, or feedback on the individual based on a set of criteria, such as KPIs, OKRs, projects, etc.
Read more: Performance Review - Which Method is Right for Your Enterprise?
Who should be involved in the 360-degree feedback process?
Anyone can be involved in the 360-degree feedback process as long as they have frequent interactions with the person being evaluated.
To make the process easier for the HR department and managers, the feedback receiver can nominate “raters”. Both the feedback receiver and their raters should be trained on how to give honest feedback and how their inputs can impact the individual.
What are the benefits of using 360-degree feedback?
The focus of 360-degree feedback is on the long-term development of employees. If effectively used, it can empower organisations to continuously improve both the employees and the bottom lines.
360-degree feedback can also bring these benefits:
- Improve performance review process quality
- Bolster individual growth
- Encourage open communication
- Identify issues, potential conflicts, bottlenecks, or any unnecessary barriers
- Align individuals’ goals with the organisation’s goals
Read more: Easing The Silent Treatment, Fostering Open Communication In The Workplace
How does 360-degree feedback work?
How the 360-degree feedback process is conducted can be simplified into the following steps:
- Identify raters or a group of individuals who will be giving feedback evaluation
- Shortlist performance criteria or competencies to be assessed based on the individual’s role or the company’s objectives.
- Design feedback questionnaires and scoring methods for the evaluation
- Conduct feedback sessions with all participants
- Compile results, analyse, interpret data, and prepare reports for both the individual and management
- Schedule a follow-up session between the feedback recipient and their supervisor, coach, or HR representative to create an action plan
Which competencies should be included when evaluating your employees? What questions should you ask? Check out the sample table below.
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How often should 360-degree feedback be conducted?
It is recommended that the process be carried out yearly or once every six months. This is because the process is intricate and requires extensive deliberation for all participants to align, grasp the objective, and comprehend the outcomes.
Read more: A Dilemma in Leadership Development: Performance vs. Potential
How to prepare for a 360-degree feedback process?
Business first needs to be ready to implement the process. Shocking, not! What is even more shocking is when you dive headfirst into the program only to discover that there is no supporting framework or necessary tools to address potential concerns or obstacles. Employees are hesitant to provide feedback because the company did not build an open communication workplace, which is another issue to address.
Senior management support is crucial for the success of the 360-degree feedback initiative. They set the tone across the organisation, and they play a key role in enforcing trust and engagement.
Moreover, managers should encourage employees to self-reflect regularly and find discrepancies in their self-assessments with others' feedback. This can help build the foundation for growth.
Learn about these steps in detail in this blog article.
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Interpreting 360-degree feedback results
Post-feedback, you will definitely feel highly overwhelmed by the sheer volume of results that come flooding in. Do not panic! The first step is to keep in mind the purpose of the entire program:
- Why are you doing this?
- What do you expect to get from the initiative?
- What will you do with the insights?
- What are the perspectives of the feedback receivers and givers?
There will be negative emotions and comments. However, keep in mind that the focus is on “how” the individual performs specific tasks and their typical behaviours.
Understanding your raters' perspectives is crucial for interpreting results. Consider the feedback context and the relationships among participants, as these affect the feedback. Direct reports may focus on the management style, while peers may highlight teamwork and collaboration.
If your company uses dedicated 360-feedback software, the software provider can also help interpret results and scorings to make the process as accurate, objective, and actionable as possible.
How to handle negative feedback?
Negative feedback and emotions are unavoidable. It is important to allow employees time to process their emotions and empower them to see past the negativity. Let them know the feedback is not a criticism or a direct attack on them. Instead, they serve as insights into opportunities to further develop themselves.
As such, it is critical to follow up after the feedback session with a tailored development plan to solidify the company’s commitment to its employees.
Feedback is a gift that can lead to improvement.
Feeling challenged and unsure where to start to make continuous feedback a daily routine? Try feedforward instead! This simple future-forward solution ignition can be learnt and applied within minutes. Learn what it is and how it works in this article.
What are the challenges of implementing 360-degree feedback?
Implementing 360-degree feedback can be a game-changer for performance appraisal, but it is not without its challenges:
- Choose the wrong participants
- Overlook the importance of training for those involved
- Do not have an action plan post-feedback
- Do not have a clear timeline and agenda of what, when, how
- Make the process a one-off event instead of turning it into a yearly routine
- Allow excuses to creep in as a way to avoid providing as-needed performance feedback
- Lack of clear communication, allows ambiguity, confusion, and resistance to rise
- Underestimate the culture change needed for a successful 360-feedback program
Is 360-degree feedback for every employee?
While 360-degree feedback programs are commonly used in leadership roles to assess performance and provide development opportunities, they can be effectively applied to different levels and roles within an organisation.
For instance:
- Individual contributors: To identify strengths, weaknesses, and areas for development.
- Team leaders: To assess leadership effectiveness and identify areas for improvement.
- Middle managers: To evaluate performance, provide feedback on managerial skills and identify potential successors.
How to address bias in 360-degree feedback?
Addressing bias first and foremost in 360-degree evaluations is essential for ensuring fairness in employee assessments. Research done by Human Resource Management (SHRM) shows that 78% of organisations use this form of evaluation method, but biases like leniency, recency, and the halo effect can skew results. The Centre for Creative Leadership found that 45% of employees see this feedback as biased.
Read more: How cognitive biases make interviews unreliable
Businesses should use best practices like rater training, anonymity, and diverse rater selection. Training on feedback delivery and objective assessments can cut bias by up to 30%. Anonymity reduces personal bias, and diverse raters provide more balanced feedback, improving performance outcomes. These practices enhance evaluation fairness and effectiveness.
Does TRG International have any tips on mitigating bias in the performance evaluation process? Yes, we do. Check out our article on this very topic: How To Ensure Fairness in Your Performance Management Process.
What is the role of the manager in the 360-degree feedback process?
When it comes to people’s progress, a manager’s role is to be supportive as opposed to adding pressure. When they notice improvement, they should offer employee recognition and reinforcement so people understand they are on the right path.
If managers see someone struggling, they can offer support. For example saying: “Are there any obstacles that I am not aware of? Is there anything you’re finding more difficult to implement as opposed to what you expected? Is there anything I can help with?”
Read more: You might be critical, but be an optimistic leader
So, what is the next step?
One thing is for sure: 360-degree feedback is definitely a powerful performance evaluation tool that can help foster a growth mindset and drive meaningful change in the workplace.
However, the process can be overwhelming and labour-intensive. Technology can enhance, simplify, and expedite the process, all the while maintaining confidentiality and security.
This is where TRG International can help you! We offer Great People Inside (GPI), a comprehensive, cloud-based talent management platform that curates a wide selection of surveys, assessments, and reports for different human resources-related purposes. And, of course, 360-degree feedback surveys are included.
With an extensive library of hundreds of managerial skills and competencies, coupled with actionable suggestions for improvement and development, GPI’s 360-degree surveys can be customised to meet your organisation's unique requirements.
Interested in learning more? Download GPI’s brochure today!
