Most managers do a review of their employees every year. Even the managers are reviewing their managers. You are probably getting a review regularly too, so you are quite familiar with this concept. That yearly review contains feedback from one single perspective: from the employee’s manager. A standard job review focusses mainly on a person’s work performance and not much more than that. A 360-degree feedback does not review your performance; it reviews yourself. As a matter of fact the design of this feedback tool is to help anyone from a big CEO to the receptionist or warehouse worker to hone and develop their professional skills.

The 360 feedback is very personal which makes it very powerful.

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In a 360 survey, you get the perspectives of 8-12 different people around you, such as your manager, peers and direct reports regarding your teamwork, communication, leadership and management skills. Your reviewers will have to rate a number of 360-degree feedback questions on your professional skills and team impact. The goal is to collect feedback that will help you improve and develop. Naturally, the questions asked to your direct reports are not exactly the same as the ones asked to your manager as they have different relations to you.

What kind of questions do you ask in a 360-degree feedback survey?

Generally, the questions cover areas like:

Leadership: does the employee exhibit leadership qualities? If so, how does s/he positively contribute with the leadership? If not, what needs improving?

Interpersonal skills: what interpersonal skills does s/he demonstrate in teamwork? Experienced any problems when working together? How do you think the relationship building skills can be improved?

Problem-solving: are problems solved effectively? What skills are demonstrated and what needs improvement?

Motivation: is the employee perceived as motivated by work-related tasks and relationships? If so, how are motivation and commitment demonstrated? Experienced any difficulties with lack of motivation from the employee?

Efficiency: are the work methods and approaches to accomplishing the job efficient enough? What needs improvement?

 

These are just some sample questions you could use to prepare your own 360-degree feedback survey. When you frame the questions that guide the feedback you receive, you will be able to more effectively provide feedback to your employee who is being reviewed.

With this perspective you get equitable feedback that creates a clear picture for you about your behaviour, skills and impact. The newly gained insight is valuable enough on its own, but the best 360 review combines your feedback with your personal and professional goals to create a road map for your continued education and self-development.

 

See how Netigate can help you get a holistic picture of your employees.