A group of friends at a coffee shop

The advantages of ongoing 360-degree feedback are unavoidable. It can assist present a more realistic image of employee performance and minimize biases in the workplace, for example.

While many firms are aware of the benefits of 360-degree feedback, many are having difficulty putting it into practice. Implementation is difficult for a variety of reasons, including a lack of a sound plan from the start or concerns about staff uptake.

This post will present organizations with some implementation recommendations to help them get their staff on board with 360-degree feedback!

1) Define your goals and objectives

While 360-degree feedback may appear to be a good idea for your organization, you must first determine why you are implementing it in the first place. In your company, what is the purpose of 360-degree feedback?

How will the data from the feedback exchanges be collected? What will we do with the information?

Who is going to be a part of this initiative? Is this project consistent with our mission and values?

Everyone’s performance management process is different, so before you begin, make sure you understand how this program will fit into yours.

2) Work along with your colleagues

360-degree feedback will only be effective if all of your employees are on board! You must describe the objectives, general tasks, and how this effort will effect their day-to-day practices to get people on board.

Don’t forget to inform all staff about the advantages of this. Giving feedback is customary in firms, but many employees are unfamiliar with ongoing 360-degree feedback.

When implementing 360-degree feedback, be sure to train your employees on how to give meaningful feedback. If your staff are uneasy with the concept of 360-degree feedback, I recommend hosting a training webinar so that they may learn more about how it works.

Remember, the goal of this project is to assist them in their professional development, so make sure they know!

3) Make use of your allies

When you introduce the concept of 360-degree feedback to your team, you will almost certainly encounter some skeptics and some proponents. If you employ your advocates wisely, you can persuade skeptics.

If you have a group of people on your team that are enthusiastic about the idea, thank them for taking the initiative. If you find someone providing a lot of useful feedback, you may utilize them to show what a good team member looks like.

Rewarding your staff is not something that goes ignored; in fact, 85 percent of employees agree that management should reward employees for a job well done at any time.

4) Use a feedback platform that makes giving and receiving feedback simple

While this step is optional, having a feedback platform that removes the effort and makes exchanging feedback with one another straightforward can make all the difference when it comes to establishing a feedback culture. A 360 feedback software or tool can help employees feel more comfortable not only sharing feedback with one another, but also asking feedback.

These technologies should also be utilized to store and analyze the feedback that is being shared among employees. If you want to keep employees accountable for their work and make better informed decisions about your personnel, you should consider using software that can assist you!

5) Re-evaluate your strategy and make any necessary adjustments

As I previously stated, everyone’s process for implementing 360-degree feedback is different. Make sure you’re keeping track of your procedure and how successfully it’s being adopted by your personnel.

It’s easy to assess how much feedback is being disseminated throughout the organization if you document your feedback. If you’re not satisfied with the results, encourage staff to give each other additional feedback and establish some KPIs to formalize the process.

If staff are not taking the initiative as enthusiastically as you had intended, you may need to revisit points 2 and 3 to ensure that everyone is rowing in the same direction!

Thanks to Riley Steinbach at Business 2 Community whose reporting provided the original basis for this story.