7 Best Practices for Effective 360-feedback

1. 7 Best Practices for 1 Organise and Plan Accordingly 360-degree feedback can be time-consuming. Planning can significantly reduce your time and money. 2 Choose Focus Areas for Evaluation Know what to target to ensure the results received will motivate everyone to take the process seriously. 20% 3 Establish Trust and Credibility According to Deloitte’s 2019 State of Inclusion Survey, bias continues to be a big issue for companies: Of Those Who Felt They Experienced or Witnessed Bias 84% 70% 68% Believed it had a negative impact on how engaged they feel at work Reported a negative impact on their productivity Say it has a negative effect on their happiness, confidence, and well being to the same extent Source: Deloitte Clear communications foster team participation, allowing employees to fully embrace and confide in the process. 4 Involve Leadership and Management Leadership should communicate the benefits to build trust and empower employees in their personal development. How employees feel after receiving feedback: Employee Engagement After Feedback Positive 50.5% 49.5% Negative 10.4% 89.6% Engaged Not engaged/Actively disengaged Employees Looking for Other Employment After Receiving Feedback Positive 58.3% 38.1% 3.6% Negative 20.4% 50.5% 29.1% Passively looking Not looking Actively looking Source: Gallup 5 50 / 100 Ask the Right Questions Determine the right tone and formulate questions to ask employees, while focusing on development. 6 Maintain Consistency and Confidentiality Regularly conduct feedback programs to help your employees overcome their gaps and improve better. 7 Follow Up on Goals and Discussion Data collected from the survey provides a foundation to leverage strength and address challenge areas. To know more about 360-Feedback best practices, visit our website today! Click to Visit Our 360 Feedback Tool accendotechnologies.com