​​​How To Conduct A 360-degree Feedback Survey: A Comprehensive Guide

Performance assessments have long been the metric for growth in organizations worldwide. However, in recent years, 360-degree feedback has sought to replace them with more accurate and actionable results.  

With a more competitive job market than ever, companies must work extra hard to keep their employees engaged to combat churn. According to Gallup data, 80% of employees who received meaningful feedback described themselves as fully engaged. 

One of the main advantages of 360-degree feedback is that it offers input from multiple perspectives, giving the feedback more nuance. This comprehensive approach reduces bias and gives employees a clearer understanding of their areas of improvement. 

This guide will show you how to structure this type of survey, communicate it, and describe the impact of feedback on work culture. It will also provide real-world examples of companies like Netflix employing 360-degree feedback to increase productivity. 

What is a ​360-degree​​ ​Feedback Survey? 

360-degree feedback is a performance evaluation method in which employees receive confidential, anonymous feedback from multiple sources, including peers, managers, and subordinates. 

This method is ideal for providing accurate and layered feedback about your employees’ experience within your organization while fostering your staff’s professional development. 

360-degree feedback differs from typical methods because of the various sources from which the input is collected. Multiple data sources ensure a holistic approach to feedback that feels fair for everyone involved.  

Gathering data from peers, managers, subordinates, and the person being evaluated through self-assessment helps you paint a complete picture and make educated decisions.  

The Benefits of Collecting and Analyzing 360-Degree Feedback 

360-degree feedback is an excellent way to gather relevant data for your business. The process also promotes valuable attitudes like leadership, collaboration, and self-awareness. The very act of feedback collection shows important company values to your employees.  

By asking for feedback, organizations signal to their staff what the metrics for success are and offer a structure for growth. If employees know their peers will be consulted to assess their performance, they will be far more enticed to collaborate efficiently with them. 

The same goes for managers being encouraged to offer guidance and leadership to their subordinates, who will have a say in their future advancement. A self-evaluation is also a powerful tool that is often one of the only moments of imposed self-reflection most people get.  

GE has notably applied these principles by focusing on how a leader achieves success and how that achievement impacts their team, peers, and the company overall. Their leadership growth is also directly tied to intense performance discussions.  

Netflix is another famous company that has succeeded with 360-degree feedback. They are so committed to the process that their CEO, Reed Hastings, has championed a modified version that includes live employee feedback to increase transparency and candor.  

Key Steps to Conduct a Successful 360-Degree Feedback Survey 

360-degree feedback requires a solid plan to ensure accurate data. Elaborating this plan is also an excellent way to align different departments on the campaign’s goals. Clear communication also prepares employees and reinforces the importance of the process. 

The steps outlined below are essential to achieving a successful and meaningful 360-degree feedback campaign:  

Step 1: Define the objectives of the survey 

360-degree feedback can have many types of impacts on company culture, efficiency, and productivity. Deciding which one you aim for at the beginning of the process is vital. This process ensures alignment across the executive team and will shape the questions you ask and how you analyze data further down the line. 

Step 2: Select participants and determine roles 

To be considered 360-degree feedback, the rated employees must receive feedback from three sources: peers, subordinates, or managers, and perform a self-evaluation. It’s often most convenient to run this entire process within one survey and later segment the data during analysis. This practice also combats potential survey fatigue. 

Step 3: Choose the right survey platform or tool 

While this​ feedback campaign can be conducted manually, it becomes more accurate and scalable when executed on a dedicated digital platform. Essential features to look for when selecting one include automated reminders, progress tracking, and built-in analytics, which improve completion rate and data quality.  

Step 4: Create the survey questions  

Perhaps the most crucial step of the process is question design. It should focus on competencies and behavior to keep the survey focused on aspects that can be changed by the person being rated. Use a mix of qualitative and quantitative questions for data variety, and make sure to keep the theme of the objectives identified earlier.  

Step 5: Ensure anonymity and confidentiality 

Without this guarantee, participants might fear retaliation and adjust their answers to please their peers or managers. Providing anonymity puts employees at ease and allows them to speak their minds freely, providing you with the best and most helpful feedback.  

Step 6: Communicate the process and its goals to participants 

Before launching the campaign, lay out its ​employee objectives​​     ​ and how the data will be used. Standard methods include emails and intranet posts, but in-person initiatives like office posters and direct communication from managers can further reinforce the message. 

Step 7: Collect and analyze the data 

In this step, you identify patterns and patterns in the collected data to orient your decisions. More importantly, no matter the results, you must focus on presenting them in easily digestible formats like charts and graphs.  

Although not a step of 360-degree feedback campaigns, acting on the collected data is essential. The measures taken to solve issues and foster positive behaviors detected in the data should be appropriately announced and celebrated as the result of the feedback process.  

Showcasing the actions resulting from 360-degree feedback also dramatically improves future data quality since employees see how their opinions directly impact the organization’s future.  

Best Practices for Interpreting and Acting on 360-Degree Feedback 

360-degree feedback campaigns don’t end once the data is collected and analyzed. By nature, this type of program is a recurring event that is continuously tuned and tweaked over years of data. 

An often overlooked aspect of 360-degree programs is feedback training. Teaching people how to ​provide effective insights is a crucial investment to improve data quality before launching the campaign. 

When delivering feedback, break it down into manageable sections based on specific behaviors like leadership, teamwork, decision-making, etc. This makes the information more approachable and actionable for the employee receiving it. 

In future surveys, measure the impact of previous campaigns with pointed questions about the changes brought on by 360-degree feedback. It’s also a good idea to set clear performance metrics to assess the program’s success.  

360-degree Feedback for Organizational Success 

Effective feedback is one of the main pillars of employee engagement, and the best way to achieve this level of input is through 360-degree campaigns. This type of program is one of the best investments in the work culture any modern company can make. 

360-degree feedback is a powerful way to foster a culture of transparency and collaboration, ​making employees feel more in control of their future within your organization.  

If you’re ready to explore advanced feedback systems and 360-degree feedback, contact us to speak with one of our education experts.

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