The best way for a leader to understand their strengths and opportunities for improvement is by asking for feedback and advice from their managers, peers, and other stakeholders and seeing how that compares to the self-evaluation.
While feedback is sometimes hard to give, 360 feedback surveys focus on development and advice for leaders on how they can get better, taking away the stigma of traditional assessments or performance evaluations and focusing more exclusively on improvement.
What is 360 Degree Feedback?
360 Degree Feedback is a process in which employees receive feedback from their peers, manager, or direct reporting authority. The nature of this feedback is confidential. It is a progressive method adopted by many organizations to identify the strengths and weaknesses of the employee and suggest corrective measures so that employee performance is improved.
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360 Degree Feedback Questions
360 Degree Feedback Questions based on Self Awareness
Employee self-awareness is one of the highest needs for most businesses. Self-aware employees are generally open to suggestions on ways to improve their work because they understand any shortcomings they may have. These are an essential set of questions to have in your survey. Use these 360-degree feedback sample questions to help determine the self-awareness of employees.
- Does the employee keep calm even in high-pressure situations?
Pressure situations occur every day in the workplace, but how one handles such a situation is essential. Response to this question will determine the abilities of an employee to deal with pressure.
- Does the employee use ethical ways of getting his/her work done?
Workplace ethics should be followed at all times to achieve the desired results. By answering this survey question, an organization can collect responses to understand if they follow standard work practices are or not.
- Does the employee exhibit professionalism in the workplace?
A professional attitude helps employees perform better, stick to their goals, and achieve more. The response to this question determines the perspective of an employee to their workplace.
- Does the employee take constructive feedback in a positive manner and make efforts to take corrective measures?
Feedback is a part of any organization’s culture, but what the employees do with that feedback is essential. The responses to this question can help you determine if employees take feedback positively and work to improve based on the feedback given.
360 Degree Feedback Questions about Employee being Result Oriented
This type of 360-degree feedback gives you a look into whether or not employees are results-driven. It can help you understand the current level of customer service or problem-solving abilities your employees have.
- Does the employee primarily focus on customer needs?
In a customer-centric organization, you must pay a great deal of attention to how employees are interacting with the customers. Failure to address customers’ needs contribute to high rates of customer churn. It is an important question that determines the willingness of employees to direct attention to the needs of customers.
- Does the employee come across as a problem solver?
It is important for organizations to know if their employee is a problem solver or is more likely to sit back and wait for someone else to solve issues. An employee taking the initiative to solve issues is someone who takes their part of the job seriously. Organizations run smoother with many employees who are willing to pitch in to help solve problems, creating a more efficient workplace.
- Is the employee a “naysayer”?
Use it as a follow-up question to questions on problem-solving. The negative attitude of an employee can cost an organization its most loyal customers and affect the Net Promoter Score. If an employee has a negative outlook on problem-solving or customer service, there is an attitude issue needing immediate attention.
360 Degree Feedback Questions based on Teamwork
To ensure your organization keeps on operating smoothly, all employees must be great team players. Part of 360 Degree Feedback is determining which employees want to make the group stronger and which need help becoming productive members of the team.
- When this employee works with coworkers, are they polite while communicating?
Effective communication is a key to employee success. Being polite while communicating with teammates puts both employees at ease and increases the chance for positive interaction. It’s an important question to be asked in a 360-degree feedback survey if you want to understand how an employee treats their coworkers.
- Have you experienced any problem with them in recent times?
When people with different traits team up, there are bound to be some differences in opinion. However, the team must find common ground when making decisions for the organization. If there are issues amongst team members, make it a point to address them immediately.
- How would you recommend that the employee improves their interpersonal skills?
Interpersonal skills are the skills that help an individual communicate effectively with others. When it comes to working in a team, employees need to be able to work in harmony with others. If there is a need for an employee to work on interpersonal skills, then training should be arranged for it.
- Is the employee open to constructive feedback?
Being open to feedback is a positive trait. Feedback helps employees improve the way they work and helps them achieve their goals effectively.
- Is the employee willing to share resources assigned to them?
Resources may be limited to an organization. If an employee is not willing to share resources, this can affect the progress of an organization.
360 Degree Feedback based on Motivation
Motivated employees are more likely to work efficiently and seek out more difficult tasks in the future. Ideally, your workforce is made up of motivated and excited employees
- Does the employee appear to be motivated by the tasks at work?
A demotivated employee at work is wasting resources. Employee motivation is one of the most significant issues faced by organizations across the globe. It’s important to note there is a difference between a happy employee and a motivated employee, though they can often overlap.
- How does the employee demonstrate that they are motivated and committed to the success of the organization?
Action speaks louder than words. Is an employee showing definite signs of motivation at work? These signs demonstrate if an employee is committed enough to work in the organization or not.
- Have you experienced any difficulties while handling the motivation level of the employee?
This question should be asked as a follow-up question to analyze if there are any difficulties a manager or supervisor is facing while handling the levels of motivation exhibited by an employee.
360 Degree Feedback based on Leadership
Employees who demonstrate leadership capabilities can help grow your organization and motivate other workers as well.
- Does the employee inspire their co-workers to learn and grow professionally?
This question helps you better understand whether or not an employee shows positive leadership qualities. Even employees in non-leadership roles can prove themselves to be capable leaders by encouraging their peers to work hard.
- Does the employee have the ability to resolve conflicts within the team?
Conflict resolution is an essential trait in the workplace. An employee possessing excellent conflict resolution skills is likely to become a good leader in the future.
- Does the employee take the initiative to solve problems?
A leader is a person who takes the initiative without being asked. Use this question to see if an employee stands out for taking action to help solve problems.
- Does the employee demonstrate motivational skills and helps others succeed in day-to-day tasks at work?
In the words of Dale Carnegie, “if you are able to inspire one more person apart from you, you are a winner.” By asking this question in your survey, you get a better idea of which employees are inspiring other employees to do better.
- Does the employee provide a conducive environment for other employees at the workplace?
A good leader will know the importance of working in harmony and peace within the organization. A person who manifests these qualities is often considered a good leader.
How does 360 Degree Feedback Work?
As an anonymous feedback method, managers and peers can fill out an online feedback form that covers a variety of questions on an individual employee. These questions directly or indirectly represent a wide range of workplace proficiencies. The employee receiving the feedback also fills out the same feedback form to analyze their strengths and weaknesses.
360-degree feedback is an amazing addition to the performance management system and provides employees with constructive feedback. Employees then have a chance to work on improving their abilities through training and other relevant means.
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What is the Purpose of a 360 Degree Feedback?
1. What is 360-degree feedback, and can it also be used for a performance review? If your managers are expected to conduct a performance review, a 360-degree review may not give you enough information. Since a 360-degree feedback questionnaire incorporates information from others as well as the employee, it can be a good starting point for performance reviews
2. 360-degree feedback allows an organization to include a multi-point rating system for its employees. This feedback system will enable supervisors, peers, and subordinates to leave feedback for an employee. It is a better idea to use this feedback as a benchmark for creating an employee’s development plan.
3. In an organization, teamwork is essential, and 360-degree feedback surveys can prove to be extremely useful to measure teamwork. It lets the employee know their strengths and weaknesses. On receiving the feedback, an employee can work on eliminating the gaps or weaknesses.
4. Feedback must remain anonymous. The survey shouldn’t lead to rifts between the employee and their peers or supervisors. This system is for the improvement of the employees and not to create issues between team members.
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10 Reasons To Conduct 360 Degree Feedback
Here are ten reasons why businesses should use 360-degree feedback for employee evaluation and development.
1. It Gets Everyone Involved
Getting every member of the team involved fast-tracks a path to success when it comes to achieving the daily goal. It’s important to note that when team members are engaged in their evaluation, it increases the morale of each employee.
As a team, we all want to work in a climate that’s friendly, active, and committed to making better results.
2. It’s A Self-Awareness Pill
It’s needless to say that when we do the same task every day for many hours a day, sometimes we start to miss the point of our endeavor. None the less, it is a universal problem that employees face anywhere.
360-degree feedback promotes self-awareness and reminds employees of the strengths they bring to the team.
3. It Boosts Confidence
Everyone enjoys a boost in their daily life. The art of building confidence in the mind of an individual is something influential leaders should work towards.
Employee feedback encourages employees to think for themselves. Expressing one’s opinion leads to boosting confidence. Renowned confidence directly impacts work ethic, values, and the accountability that employees take in the workplace.
If you want to problem-solve in your office, then create people who have the confidence to think up solutions themselves. It’s the best first step to building a freethinking and innovating workforce.
4. It Promotes Transparency
There is a direct link between job satisfaction and productivity. When businesses began to take notice, they started to experiment with the employee experience.
A push for transparency has many merits in startups and medium-sized organizations that believe in innovation as a driving force. Research has consistently proved that hierarchical transparency links directly with the level of employee morale and motivation.
5. It Empowers Employees
How can employees be empowered to work for their progress and development while also improving the productivity and bottom line in the organization?
360-degree feedback encourages employees to think for themselves and to evaluate their own performance.
It puts the authority of performance appraisal in their hands, thereby encouraging them to set their personal goals that can also help the company.
6. It Revives Work Culture From Within
Values and culture are concepts that cannot be forced into an organization. It can only be influenced and encouraged so that its spread is organic.
Openness, inclusivity, positive attitude, appreciation, and encouragement are some of the attributes that describe a healthy work culture. Work culture surveys promote self-awareness and make employees feel more accountable for the culture within the workplace.
7. It Encourages Self-Development
Whether in the private or professional sphere of an individual’s life, the urge to progress must come from within.
360-degree feedback encourages employees to evaluate themselves and set their own goals. These goals are personal motivators crucial for employees to develop core office values and competencies.
8. It Does Away With Bias
The traditional top-down style of feedback creates a power-gap between employees and leaders. One of the best leadership qualities is to promote respect and motivation while encouraging free-thinking.
360-degree feedback is non-threatening and honest. It takes away the stigma employees may feel that a manager’s personal opinions are biasing their performance evaluation.
9. It promotes progressive growth
Each round of 360-degree feedback offers individuals a perspective of their interaction with teammates, and more importantly – a goal to achieve.
Regular 360-degree feedback is conducive to incremental growth. Employees are encouraged to each think for themselves and create their own goals.
It’s not just about making more involved employees. You also want to create free-thinking innovators who can prosper for themselves and bring value to the organization.
10. It Fosters A Cohesive Team
A team that works well together grows together. When employees with a frequent target share constructive feedback, it helps create a cohesive working unit with a shared level of commitment to success.
Difference between 360 Degree Feedback and Traditional Feedback
1. Well-rounded approach: Most of the traditional review methods involve the individual employees getting feedback from their direct reporting authority or manager. 360-degree feedback requires quality input from other additional sources like peers.
2. Futuristic approach: Unlike traditional reviews or feedback, 360-degree feedback has a more futuristic approach, where employees can identify their strengths and weaknesses. They then work on the developmental steps that can help them perform better in their workplace.
3. It’s is a subtle mechanism: 360-degree feedback is an ingenious feedback mechanism to identify the strengths and weaknesses, rather than analyzing what did the employee do right or wrong. It gives a broader perspective to the organization to identify the areas of improvement for their employees.
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Advantages of 360 Degree Feedback
1. Helps increase self-awareness: This feedback tool helps increase self-awareness within the employees. Since it’s an anonymous feedback process, honest feedback regarding the behavior of an employee is usually registered. Employees can go through the feedback and mark their areas of improvement.
2. Reduces blind spots: As the name suggests, 360-degree feedback is an overall feedback method that helps analyze strengths and weaknesses.it helps in reducing blind spots and increasing the efficiency of an employee. This feedback is the right way of exploring hidden strengths, as it’s not single directional and helps the employee identify their hidden talents.
3. Helps build confidence: This feedback mechanism helps build trust and increase the morale not only of the employees but also of the leaders. Leaders start to feel better about the organization and the people they’re leading when their efforts are noted. It effectively improves the decision-making capacity of the leaders as the feedback usually given constructively.
4. Creates a better workplace culture: Although the process is anonymous, the feedback is provided directly to the employee by the manager and peers and vice versa. It helps reduce animosity towards each other and facilitates better workplace culture.
5. Fosters a culture of equality at work: According to a study, only 46% of employees in the U.S. feel they have a voice at work. Through this feedback, employees have an equal advantage of giving feedback to their leaders, managers, or peers. It insists, the employees have an equal say in the evaluation, and this promotes a culture of equality in the workplace.
6. It reduces turnover: Many organizations face employee turnover. This damages their market reputation as not many people want to be employed at a place where employees are considered weak or with a lack of job security. This feedback system gives employees a chance to identify their weaknesses and work to fix them. It helps in increasing the engagement of the employees and their overall job satisfaction.
7. It’s a continuous improvement process: A 360-degree feedback survey is not a one-time process, where feedback is given and forgotten. A regular feedback cycle helps both employees and their leaders improve themselves continuously.
360-degree feedback is a tool that covers most aspects of the behavioral competencies of an employee or their manager or management. It is a system that promotes transparency in the system of feedbacks and reduces animosity thereby making it extremely popular amongst organizations.
360 feedback software is much more than a platform to share observations of behaviors, it has the power to help transform the way someone leads the organization. Learn more about our 360 feedback platform and start turning feedback into action and impact.