360 Degree Feedback System

Every successful organization relies on open and honest communication. It is critical to continually obtain regular input from each employee in your business in order to maintain the team running at optimum efficiency, crushing objectives, and working collaboratively.The majority of leaders often operate in a feedback vacuum. Fewer individuals are comfortable telling their leaders what they are doing well, much alone where they need to improve, as they progress in a company.

What is 360 degree feedback?

A 360 Degree Feedback is a method or procedure that allows employees to get confidential, anonymous feedback from others who work with them. This usually consists of the employee's management, colleagues, and direct reports. A group of eight to twelve individuals complete an anonymous online feedback form that asks questions regarding a wide variety of workplace abilities. The feedback forms feature rating-scale questions as well as a space for raters to add written remarks. The individual getting feedback also completes a self-rating survey, which includes the same survey questions as those received in other people's forms.

Why is 360 degree feedback important?

Managers and leaders within organizations use 360 feedback surveys to get a better understanding of their strengths and weaknesses. The 360 feedback system automatically tabulates the results and presents them in a format that helps the feedback recipient create a development plan. Individual responses are always combined with responses from other people in the same rater category in order to preserve anonymity and to give the employee a clear picture of his/her greatest overall strengths and weaknesses.

Each individual has the chance to discuss the positive things they're witnessing in the team's work, as well as voice their concerns or bring out areas for development. Participants have the option of performing a self-assessment in addition to obtaining comments from others. They utilise this to compare their own evaluations to how others view their skills, which leads to increased self-awareness and possibilities for growth.

Here’s what a 360 degree feedback tool measures:

  • 360-degree feedback assesses behaviours and competencies.
  • 360-degree feedback provides information on how others see an employee.
  • Listening, planning, and goal-setting are a few of the abilities addressed by 360 feedback.tools
  • A 360-degree review focuses on subjective factors like collaboration, character, and leadership effectiveness.

    Keep in mind that a proper 360-degree feedback follows a consistent framework that includes pre-selected, well-thought-out questions that seek to offer everyone in the company an opportunity to be heard and provide appropriate input but cannot be used to measure the following:
  • 360-degree feedback is not a method of measuring employee performance objectives (MBOs)
  • 360 feedback is not a reliable method of determining whether or not an individual is meeting fundamental job criteria.
  • The focus of 360 feedback is not on fundamental technical or job-specific abilities.
  • 360 feedback should not be utilised to gauge things that are strictly objective, like attendance, sales targets, and so on.

In what ways can a 360 degree feedback be used?

A 360-degree feedback system is generally used in one of two ways by organizations:

  • To identify strengths and weaknesses
    A 360 Feedback Tool in this case, is used as a Development Tool to assist employees in identifying their strengths and limitations and become more successful. When done correctly, 360 is a very powerful development tool. The feedback method allows users to deliver anonymous comments to a coworker that they may otherwise be hesitant to provide. Feedback receivers gain insight into how others see them and have the chance to modify their habits and acquire skills that will allow them to thrive at their professions.
  • To assess employee performance
    360-degree feedback as a performance appraisal tool to assess employee performance It is standard practise to use a 360-degree feedback method for performance appraisal. Furthermore, 360 feedback emphasises behaviours and competences above basic abilities, job criteria, and performance objectives. These issues are best addressed by an employee and his or her management during the yearly review and performance assessment process. Incorporating 360 feedback into a wider performance management process is absolutely doable and useful, but only if there is clear information about how the 360 input will be used.

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How does the 360 degree feedback process take place?

The 360 degree feedback method may differ somewhat from one firm to the next, but each follows a similar pattern. The schedule for a 360-degree assessment is outlined here, along with an estimate of how long each stage may take inside your business. You may use this plan to build your implementation strategy, which includes everything from communicating the 360 process to re-evaluating participants.
It is critical that you convey the process to all stakeholders, including the goal of the 360 degree, the methodology, and how input will be received and utilised.

Selecting raters
One of the most essential phases in the 360 feedback process is selecting raters. Participants will need to select a sufficient number of feedback sources to guarantee that the data is complete and meaningful. The number of raters will be determined by the employee's job function and working connections.

Survey distribution
By using an online 360 feedback system, you will be able to send questions rapidly. Participants will be notified via email, slack or any other channel of your choice, with information on how to begin and finish the 360 feedback process. At this point, participants will distribute questionnaires to their chosen raters.

Questionnaire completion
The longest element of the procedure is having participants fill out and submit the review. The duration of this stage is determined by the number of raters engaged, the employee's work position, and the organisation. It is strongly advised that you set deadlines at the start of the process to ensure that all raters complete their surveys on time.

Report writing
A report is generated once all of the feedback givers have finished their surveys.

Completing the development strategy
The heart of the approach is developing a growth plan for each participant in the review. The input from the 360 evaluation serves as the foundation for an actionable growth strategy. Examining the areas for improvement can help the employee discover crucial areas for development. This allows the person to enhance their abilities by taking advantage of possibilities like training, workshops, conferences, coaching, mentorship, and so on.

Re-evaluation
It is critical to create 360-degree feedback as a routine in your business rather than a one-time event. To do so, you should clearly communicate at the start of the process that subsequent reviews will happen each year.

Benefits of 360 degree feedback system

The most effective teams are passionate about using and incorporating 360-degree feedback into their businesses. They recognise that in order to be the best they can be, they must collaborate on continual improvement and progress. 360-degree feedback has a variety of advantages that contribute to more productive and collaborative teams.

360-degree feedback offers a discreet and thorough approach to deliver critical information to leaders that they would not likely hear otherwise. It also extends beyond the specific advantages of personal growth. Team dynamics improve, peer connections strengthen, and the company is able to provide employees with a consistent management experience. However, convincing managers of the benefits might be challenging. Here's all you need to know about the advantages of a decent 360-degree feedback platform.

Helps to increase self-awareness
Each of us believes we view the world as it truly is. We also believe that what we perceive is shared by everyone else. 360-degree feedback exposes us to how others perceive our actions, creating a deeper sense of self-awareness.
Allows sharing feedback responsibility
Company leaders are already overburdened with so many tasks that it is difficult for them to give their staff the attention they require to thrive. In this approach, 360-degree feedback enables teams to take greater responsibility for themselves and utilise their own leadership and cooperation abilities to assist their team in being more effective and productive. It's also a great tool for leaders to remain in touch with their employees by obtaining input on a regular basis, as well as get feedback on their own leadership.
Allows clarification of behaviours 
A 360-degree survey might contain evaluations on 50-75 actions, providing a person with highly precise information into how they interact with others. Participants are frequently exposed to behaviours and interactions that they had not previously explored. When deciding on development prospects, this degree of detail broadens the variety of choices. This even allows leaders to discover various patterns in feedback.
Accountability at its best
One of the most essential tasks of a leader in a company is to hold their team accountable for the quality of their job. When a 360-degree feedback process is in place, leaders have the chance to hold their teams responsible on a continual basis and to reciprocate that expectation with team members. A culture of responsibility, when combined with a growth mentality, fosters development and efficiency within the team and company.
Enhances Workplace Relationships
Reciprocity- a mutually beneficial transaction, is an important aspect in any and all kinds of relationships. Performance feedback often tends to be one-sided or completely absent. Fundamentally, 360 degree feedback demonstrates how you connect with people and identifies areas that have an influence on relationships.

Helps to develop a better company culture
Leaders in every organisation set the tone for how the company thinks, performs, and behaves. The greatest teams foster a business culture based on communication and a constant commitment to develop and improve.

Implementing and maintaining a 360-degree feedback programme as a leader may help build the business culture and foster a powerful development mentality. Leaders may not only set an example by discussing what they're working on and enabling the team to offer input, but it also puts the entire team into the habit of politely expressing ideas without fear of offending or overstepping.

What makes SuperBeings the best 360-degree feedback platform

A strong 360 degree feedback system would actively involve your staff in the goal-setting process of your company. It will also ensure that all objectives are aligned with the organization's ultimate goal. 
SuperBeings is one amongst the best 360 degree feedback platforms that allows you to automate 360 degree feedback at scale and combines that with continuous upward feedback, competency assessments and personality assessments to create a holistic profile of each individual, additionally with its engagement and manager development modules it gives you a clear picture of areas that might need focus and development, and how you could take corrective action.
Here’s why you might want to consider SuperBeings before any other 360 degree feedback system out there:

  • Ease of deployment and sharing feedback.
  • Get automated feedback using superbeings that are tied well with continuous upward feedback so that organizations get a robust 360 degree profile of managers and members.
  • Get insights on personality strengths as well as areas to coach on and leadership competency scores.
  • You can learn more by acting on the feedback using the curated suggestions and best practices, simultaneously as you work.
  • An all-in-one platform with a super simple interface.
  • Provides leaders with all the right tools, insights and recommendations along with 360 degree feedback to up their people management game
  • A brilliant talent management software to gain real-time insights to build your team
  • Allows users to measure the key drivers of your engagement with 40 + parameters, along with managerial competencies and much more,with a proprietary framework, backed by science.
  • Global, organizational, and peer benchmarks to help you take pre-emptive action on key issues.
  • A highly affordable 360 degree feedback management tool
  • With a chat first interface directly integrated into Slack / Ms Teams / Gchat it makes it super simple to stay on top of things

How are we different from our competition

Apart from innumerous features including customizable pulse surveys, an extremely easy user interface, real-time insights and much more, we provide managers with carefully-curated personalized tools to help them create the best possible environment for their people, to achieve various organizational goals.

Get answers and solutions for all your organizational problems that hinder your organization’s growth, with SuperBeings. Ask the right questions and fix common issues at work using our recommended actions. With SuperBeings you can even continuously measure the outcome of your actions and initiatives.

Customer feedback

Here’s what our happy customers have to say when it comes to sharing their employee engagement experience at their organization with us:

Ben Purvis
Head of Operations at Zippin

It's been exactly what I was looking for. Provides interesting and actionable information in a real-time way with a very unobtrusive UI built into the chat system.

Mitesh K
HRBP at NameWellthy Therapeutics

My experience with Superbeings has been great it has provided me with meaningful insights which has helped me take decisions which helped in shaping the right culture for the organisation.

Avishi Gautam
Human Resources Business Partner at Pocket Aces

SuperBeings- The Human Bot. It really helps understand the employee mindset. The questions that the SuperBeings tool asks are so well thought of and psychologically backed. The tool can be customized according to my organizational need.

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