Anybody who’s ever had a job knows that a great team is much more than the sum of its parts.
Bad team = bad vibes.
But keeping a team working like a well-oiled machine requires continuous improvement. Here’s where the 360 review comes in to save the day.
From interns to upper-management, these performance reviews will help you identify the quiet leaders in your company—as well as where there are areas for improvement.
A 360 review is a performance review of your team members that uses anonymous direct reports from all team members. Both managers and peers provide their contribution to give each individual a global analysis, as opposed to a single review from one superior.
Similarly, it doesn’t just focus on performance, but a worker’s skills as a whole. This includes how amiable a person is, the way they communicate, and their performance.
This constructive employee feedback helps both supervisors and staff members improve both professionally and personally.
Furthermore, as they are anonymous, they’re a great way of picking up on many aspects that often go unnoticed.
Without the peer pressure of group discussions, workers can highlight exactly what they think, from constructive criticism to indispensable personal traits that help the whole team work better.
The most obvious reason for launching 360 reviews is to identify employee performance.
As an anonymous review process, 360-degree feedback questions can obtain information that is far more reliable than a face-to-face interview. This makes teams more open, and the anonymity gets to peoples’ true feelings.
But that’s not all. You’ll find that co-workers point out those with true leadership potential within a team.
These are subtle interpersonal skills often go unnoticed by management, so you can use an employee performance review to get a more 360-degree understanding of your team.
Finally, the amount of constructive feedback you can garner in a 360-degree review is a great indicator of whether your team has a clear understanding of common goals and company values. This works especially well to make sure new recruits have been successfully onboarded.
Now you know what these reviews are used for, here we’ll give you some sample feedback questions to get the ball rolling.
Feel free to copy and paste these questions into your own survey, adapt them to your own needs, or simply get a taste before writing your own ideas.
As anybody who has spent more than 20 seconds on LinkedIn will know—leadership skills are in perennial high demand across all companies.
Decision making, communication skills, delegation and offering new ideas are all aspects that make up the perfect leader, so try to include questions that deal with these skills in your feedback survey.
Plenty of workers have an impressive CV and can excel in an interview, but can buckle when it comes to forwarding solutions. And in the constant flux of the marketplace, problem-solving skills have never been more important.
Here are some example 360 degree review questions about problem-solving to get you started:
Organizational questions can range from personal professionalism, such as arriving on time—to how a supervisor structures their team.
This makes these questions a key part of any 360 review:
Interpersonal skills are the glue that holds a team together. Get them right, and working can be a pleasure. But get them wrong and it can lead to confrontation and mistrust.
You can elicit how well a member of staff gets along with their colleagues with the following questions:
Nearly there—you just have to put the questions down onto the 360 survey. And there are two things you have to take into consideration here—the question types you use and how you structure your survey.
Internal performance management surveys do not require the same cleverly crafted questions that customer-focused surveys need.
This means you can go to town on open-ended questions and get both quality and quantity in your feedback.
We would strongly recommend including encouraging comments after every question to get the most precise answers.
Like in our sample questions, a good idea is to use a skill rater with a mandatory comments question to give examples.
More detail gives more accuracy and ultimately provides you with the information you need to take the right steps in the future.
So, you have your open-ended questions ready—nice. Now, you have to structure them clearly.
One golden rule for all surveys is to make sure each question logically follows the last. This doesn’t just make it easier for your colleagues to answer, but you’ll find it a lot simpler to analyze later.
Another aspect that makes life easier for everybody is to focus each question on just one topic.
Questions that span two issues can create confusion, so if you want to ask two things—simply use two questions.
Congratulations, you’ve sent out some great 360 surveys and your well-structured questions have collected some meaningful answers.
Now it’s time to use your information to improve your company culture.
Common steps to take are using responses to see who stands out as a confident, respected leader.
Rather than letting them blow their own trumpet in an interview, 360 surveys give you the honest opinions of their peers and often reveal the best possible candidates for future management roles.
On a more general level, you can easily identify what personality types are the best fit inside your company. This can be crucial for forming a solid company culture, which is a great help when hiring new recruits.
As we mentioned at the beginning, a team that works well together will always be better and more desirable to work at than a fractious combination of experts.
Follow the above tips for a 360 review survey that will give you a clear idea of your business in an effective, professional way.