Specialized 360-degree feedback in collaborators

Traditionally, the evaluation of a collaborator is the responsibility of their boss; if he does his job well, he keeps it; if not, he gives it a negative note. Thus, the boss evaluates the performance of his subordinates by making observations and sending the results to HR. That has been the typical approach to assess the employees' performance. However, without detracting from this way of evaluating performance, there are other methods that provide greater objectivity in the result, such as the specialized 360-degree feedback in collaborators.

what is 360° approach

Enter the performance review

Enter the performance review

When an organization launches a 360º feedback program, some employees are reluctant, which is a valid concern; Getting direct feedback on our performance can be difficult.

As executives rise through the ranks of their organizations, they often receive less and less truthful information about themselves and their performance. Subordinates are sometimes afraid to disappoint those in leadership positions and may give dishonest feedback on a manager's performance when asked personally.

The objective of 360-degree feedback process


A 360º performance evaluation survey offers others the opportunity to provide accurate and valuable feedback effectively and confidentially. In such an evaluation, the collaborator and a group of other evaluators answer specific questions about performance.

Qualifiers are chosen from those with whom the employee works daily and generally include managers, direct reports, peers, and subordinates. A notable advantage of 360-degree feedback: it provides a deep perspective that traditional performance reviews lack.

Asking the right questions


The most effective 360-degree performance evaluations must address the right questions. Questions should identify performance that ties into the overall goals of the team and the organization. If you're not asking the right questions, you can't expect to capture good data.

It must take into account the organization's expectations, as well as the specific competencies of the job. Also, the questions need to be well worded to collect the data you're looking for. Misspelled items will give useless information: garbage coming in, garbage coming out. Asking the wrong questions can also confuse workers as to what behaviors are essential and expected.

Comments from different perspectives

Comments from different perspectives

As mentioned above, a 360-degree feedback process can involve managers, colleagues, and direct reports, which is beneficial because people act differently with their co-workers.

For example, they may be more open with a colleague than with a manager. In addition, a colleague can often give a better assessment of how an individual works because they are the ones the individual spends the most time with daily. Getting feedback from different sources offers a more balanced assessment. Viewing their performance from other points of view provides a complete picture and makes the review process less subjective, less hierarchical, and more equitable across the board.

Organizational and personal development opportunities

Organizational and personal development opportunities

Personal development and growth are vital to a successful career, and the measurement indicators that employees need to work on can be addressed through a 360-degree performance assessment.

Proponents say that since it also includes self-assessment, direction, awareness of the knowledge and skills that need to be acquired and improved. In addition, having more accurate performance data allows HR, managers, and employees to identify strengths and skill gaps within teams more efficiently. Consequently, essential training will be offered to employees that will improve their skills and avoid the company the expense of unnecessary training.

When people are overly confident in their abilities, they may see feedback as a confirmation of what they already know; for others, the thought of being tested can be highly stressful. Conducting a performance review with this mindset undermines the actual value of feedback: an opportunity to improve. The 360-degree assessment allows you to focus on employee strengths and areas for improvement, allowing the organization to identify development needs and ensure the necessary training.

Get started with Smart 360

Smart 360 is the right tool for those companies/organizations looking for simple but effective software. With Smart 360, you can easily apply the 360-degree performance evaluation, as it has an intuitive and illustrative interface. Furthermore, the application method is quite convenient for all parties involved since you only need to enter the system the emails of the evaluators and the evaluated and send the link corresponding to the evaluation. Also, the question bank offers predetermined questionnaires according to the competencies to be evaluated, which saves time and optimizes the application of the evaluation.

Request a Smart 360 demo

Smart 360 is the online 360-degree feedback tool to apply performance evaluations and obtain more significant results while increasing your employee's productivity within the company

Mail: support@smart-360-feedback.com