Improve management style, culture, and identify training needs.
NBRI’s 360-Degree Feedback Surveys combine feedback from an employee’s immediate sphere of influence. Each of the following sources provide their perceptions of the employee:
- Other external stakeholders
The 360-degree research may replace or augment performance reviews for key management personnel.
Why are 360-Degree Feedback Surveys Important?
The primary function of 360-degree feedback is to allow businesses to quickly and accurately evaluate the performance of staff by drawing on the opinions of a wide swath of valued parties, as opposed to only those who work closely with an employee or only those who know him or her tangentially.
Often called full-circle appraisals, multi-rater feedback, or multi-source assessments, 360-degree feedback is a powerful tool for any organization, large or small.
How They Work
A questionnaire is used that contains those elements significant to the jobs and job duties of the company. The questionnaire is likely to include items such as job knowledge, time management, character, leadership, goal-setting, and interpersonal relationships, among numerous other related characteristics important to the company.
How is This Information Applied?
Feedback is gathered from those having contact with the employee, in addition to having the employee complete a self-assessment.
Once the information is gathered and assessed, managers are able to identify strengths and weaknesses, and then chart a path of action for continuous improvement.
360-degree feedback surveys are about building employees and companies up, not tearing them down. The information gleaned from the feedback makes it possible for companies to get the best from their employees, and do so in a way that is open, fair, and ultimately rewarding to everyone involved.
The employee receives an honest assessment of his or her strengths and weaknesses from a pool of unbiased individuals. The company benefits by having accurate information that makes it possible to address the needs of its workforce.
In the end, 360-degree feedback evaluations are about building your team and helping your company reach its goals in the most efficient way possible.
Case Study: 360-Degree Feedback Survey
A large regional bank contacted NBRI to conduct an Employee 360-Degree Feedback Survey as part of its newly implemented performance management system. The survey was introduced as a solution to one of the root causes identified by the recently completed NBRI Employee Engagement Survey.
Each employee was asked to rate their peers, subordinates, and supervisors. With a 98% response rate, the results achieved were at a 95% Confidence Level. Management could be certain that the results of the research truly reflected the perceptions of employee performance.
The survey results were incorporated into the employees’ individual performance plans. Working closely with human resources, company managers and employees were able to obtain constructive feedback that enabled them to improve communication skills, increase responsiveness, and understand how they were perceived by others in the workforce.
As a result of how the feedback was used, subsequent Employee Engagement Survey results showed significant increases in career development, interdepartmental relations, and feedback effectiveness. Also, employee engagement rose by 20%, which positively impacted customer relations and customer intent to return.
Provide clients with targeted actions for reducing turnover.
Employee Engagement Surveys
Measure the extent to which employees are passionate about their work and emotionally committed to their coworkers and company.
Employee Pulse Surveys
Deliver a steady stream of data about employees' attitudes toward their organization.
Employee Satisfaction Surveys
Allow for increased productivity, job satisfaction, and loyalty by identifying the root causes of employee satisfaction and targeting these areas.
Employee Exit Interviews
Obtain valuable feedback from previous employees. They are used to reduce turnover, whether in a demographic, a particular job position, or overall.