Traditional performance reviews have been the go-to method for evaluating employees for years. Usually, it’s a manager sitting down with a team member, reflecting on what’s happened over the past year, and giving feedback based on their own observations.
While this method has its place, it’s also limited. Managers may not work directly with their employees on a daily basis, leading to incomplete insights. This is where 360 feedback comes in—transforming the way teams approach performance evaluations.
In this post, we’ll break down why 360 feedback is so valuable, how it works, and how you can implement it in your own team.
First, in a traditional feedback and review process, a manager may only have a limited understanding of how their team member is performing, especially if they don’t work closely with them on a daily basis. This creates a narrow perspective.
Some of the drawbacks include:
These gaps are magnified when you rely solely on one person’s view. Enter 360 feedback.
360 feedback collects input from multiple sources, rather than relying solely on a manager’s perspective. It involves gathering feedback from:
This gives a well-rounded view of an employee’s performance, providing deeper insights into how they work with different people and in various contexts.
With feedback coming from all angles—managers, peers, and reports—you get a complete picture of how an employee interacts with others. Peers can provide insights on collaboration, while direct reports can give valuable feedback on leadership.
The feedback comes from multiple people, which reduces personal biases and creates a more objective evaluation. This also decreases the chance of feedback being skewed by one person’s opinion.
When team members are regularly giving and receiving feedback from peers, they become more invested in their own development. This leads to increased motivation and a greater sense of accountability.
One of the challenges with 360 feedback is that it’s often done only once a year. While valuable, once-a-year feedback may still suffer from recency bias and limited insight into an employee’s overall performance.
To combat this, many teams are adopting Continuous 360 Feedback, where feedback is gathered throughout the year. This creates a more accurate picture of performance over time, reduces surprises during formal evaluations, and leads to more frequent conversations about growth.
1. Set Clear Expectations
Before introducing 360 feedback, explain the process to your team and highlight its benefits. Make sure everyone knows the goal is to create a culture of growth and transparency.
2. Use the Right Tools
Implement tools that make it easy to collect and organize feedback. (Hint: WorkStory can help with this!) Having a streamlined process ensures feedback is collected efficiently and used effectively.
3. Provide Guidance
One of the most common challenges with 360 feedback is that people don’t always know how to give constructive feedback. Train your team on what good feedback looks like—focusing on behaviors rather than personal traits.
4. Encourage Honesty and Anonymity
Encourage open and honest feedback by allowing for anonymity when necessary. This makes people more comfortable sharing their true thoughts without fearing backlash.
1. Too Much Feedback at Once
Avoid overwhelming your team by asking for feedback in too many areas at once. Focus on key behaviors that matter most for performance.
2. Lack of Training
If people aren’t trained on how to give effective feedback, you may not get useful insights. Invest in some initial training sessions to set the tone.
3. Dishonest Feedback
Ensure that feedback is both honest and constructive. People may feel uncomfortable giving critical feedback, but creating a trust-based environment will help them share openly.
360 feedback is one of the most powerful tools for building a stronger, more engaged team. By gathering feedback from multiple sources and moving toward a Continuous 360 Feedback model, you’ll create an environment where employees grow, feel supported, and improve continuously.
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