How to conduct 360 degree feedback 3 more ideas

  1. Employee’s strengths and weaknesses can be also evaluated. Analysis of anonymous data from colleagues and managers is very helpful since normally people are unwilling to talk about such things. Staff members will get an insight of how other people perceive them in a company which is a great motivation to improve own skills or use competencies in a more efficient way.
  2. It is imperative to pilot a survey before actual implementation. Perhaps, some questions are confusing and some competencies do not need assessment at all? By the way, including questions to the survey about the survey itself is a brilliant idea. The worst thing that can happen to an organization is use of a poorly designed survey that will employees will find irritating and unfair. To the contrary, if employees comment on the survey items or make own suggestions, the 360 degree evaluation is likely to be a success.
  3. What cannot be measured? 360 feedback test is not used to evaluate MBOs which are employee performance objectives. It is not used to find out whether or not a particular employee meets position requirements and standards either. 360 feedback never focuses on job specific competencies or techie details. And in no way this feedback is used to evaluate precise metrics!