360° Feedback Software
Surveying different groups of persons provides objective 360° feedback on your employees and management staff, out of which you can derive concrete and effective learning opportunities.
rexx 360° Feedback makes it possible to illuminate the skills of an employee from all sides using: self-assessment, assessment by the managers and assessment by the team. This all-round feedback can be conveniently gathered by online questionnaires, which each employee has access to via email.
Team evaluation
Team evaluation makes it possible for the different team members to evaluate each other. This provides a group point of view of the overall capability of the team. Team evaluation is a valuable tool to improve the performance of a team and to strengthen the team-building process. By incorporating manager assessments and self-assessments, team evaluation can be expanded into 360-degree feedback.
Evaluation of management
The evaluation and the development of management staff is a very important factor in company success. The evaluation of managers consists of the employees evaluating the management skills of their superiors. This can be carried out anonymously, partially anonymously or in a completely open manner. The partially anonymous method does not allow managers to look at individual evaluations made by their employees but rather only the overall results of all evaluations. In this case, the only people to have access to the individual results are HR specialists in personnel development or superiors of the manager.
Evaluation
It is generally very complicated to assess diverse evaluations such as these when carrying out a 360° survey. However, with rexx 360° Feedback, it can be carried out at the press of a button. The data will then be presented to you in clearly laid-out tables and charts. The recipient of the feedback is provided with a multidimensional perspective of their own performance. Comparing self-assessment with external assessment serves as the foundation for the continuing development of the employee.
Self-assessment in 360-degree feedback
This assessment option is for selected employees to assess themselves. Multiple employees can be selected when they are created; in Employee Self Service (ESS), only their own self-assessment is visible to users.
FAQ - 360° Feedback
What does 360° feedback mean?
360° feedback is an increasingly popular method not only to assess the skills of managers and employees, but also to identify specific adjustments and starting points for improving skills and eliminating deficits. In contrast to a traditional performance appraisal, 360° feedback enables a comprehensive external view. This means that people’s abilities are taken into account from all perspectives.
The classic feedback and annual discussions are increasingly being replaced by 360° feedback. The great advantage for employees is that they receive a detailed assessment of their performance from multiple sources and can develop in a targeted manner.
In contrast to the classic feedback discussion, in which only self-assessment and the assessment by the direct superior play a role, 360° feedback is an all-round view from very different perspectives, such as from the perspective of the employee, the superior or the colleagues or from customers.
What are the goals of 360° Feedback?
The exact reasons for 360° feedback can vary from company to company. Normally it is intended to help the evaluated employees to develop further. In some cases it is also about the suitability of employees for promotions. Or companies have recognized that the internal management culture is perhaps not as good as they would like and want to take countermeasures. Lack of appreciation from superiors is one of the most common reasons for termination.
Who takes part in the 360° feedback?
A whole range of people take part in 360° feedback. The aim is to create as complete a picture of the employee as possible from different perspectives. Normally the following participants are involved in 360 degree feedback.
The employee to be evaluated: This person compiles the personal data and should be both open and critical so that the 360 degree feedback can work. Once the feedback has been completed, it is then a matter of working on the changes, fine-tuning your own skills and weaknesses in order to develop your own abilities.
Management and implementation: The person responsible for data collection, evaluation and the final discussion holds a central position. She pays particular attention to the topics that are asked in the questionnaires used to carry out the 360 degree feedback. This should be a person who enjoys the trust of everyone involved or who perhaps even comes from outside the company. The management of feedback must not only be carried out professionally competently, but also be objective. Specialized personnel developers are ideal for this function.
Feedback givers: Several groups can be considered as feedback givers. On the one hand, there are superiors or members of management who may not have to deal with the person receiving feedback every day. The second group is made up of colleagues from the same department as well as employees in other areas. Finally, customers also come into consideration.
How does 360° feedback work?
Carrying out 360 degree feedback requires a lot of time, especially in order to achieve meaningful results. The process can be divided into several phases. Based on the position of the feedback recipient and the goals of the feedback, appropriate questionnaires are created for the potential feedback givers. This step should be done with effort and care, because the success of the feedback depends largely on the quality of the questions. The questionnaire is intended to motivate recipients to provide feedback on the employee’s behavior and to collect relevant perspectives, opinions, assessments or experiences. Important: The whole thing must be done anonymously, otherwise inaccurate and distorted results will result.
The next step is to identify the relevant feedback providers. You must have sufficient insight into the skills and behavior of the person being evaluated. The actual feedback is then carried out using the questionnaires. All those providing feedback are asked to answer the questions honestly and anonymously from their own personal perspective and to return the completed questionnaires promptly.
In the last step, the HR managers evaluate the questionnaires. It should not be possible to draw conclusions about the person giving feedback from the individual answers. Otherwise, the people surveyed may not be honest and the feedback will be worthless. Based on the results, strengths and weaknesses as well as potential can then be identified and measures for personnel development can be initiated. Likewise, previously untapped talents and skills can be identified and sustainably promoted. However, measures that could appear destructive or controlling to the person receiving feedback are not appropriate.
How can you simplify 360° feedback?
It is important that those giving feedback can rely on the fact that their information will be treated anonymously. Otherwise, there is a risk of embellished answers because you don’t want to put a strain on your personal relationship or because you are worried about revenge judgments.
At the same time, a feedback culture must be created within the company so that those giving feedback do not slip into corporate political behavior that distorts the results of the questionnaires. Because of the many people involved and the numerous individual steps, the 360 degree feedback process is extremely time-consuming. The development and evaluation of the questionnaires alone requires a lot of time and care. The intelligent software from rexx systems can simplify and accelerate these processes.
What can be the results of 360° feedback?
Carrying out 360 degree feedback requires a lot of time, especially in order to achieve meaningful results. The process can be divided into several phases. Based on the position of the feedback recipient and the goals of the feedback, appropriate questionnaires are created for the potential feedback givers. This step should be done with effort and care, because the success of the feedback depends largely on the quality of the questions. The questionnaire is intended to motivate recipients to provide feedback on the employee’s behavior and to collect relevant perspectives, opinions, assessments or experiences. Important: The whole thing must be done anonymously, otherwise inaccurate and distorted results will result.
The next step is to identify the relevant feedback providers. You must have sufficient insight into the skills and behavior of the person being evaluated. The actual feedback is then carried out using the questionnaires. All those providing feedback are asked to answer the questions honestly and anonymously from their own personal perspective and to return the completed questionnaires promptly.
In the last step, the HR managers evaluate the questionnaires. It should not be possible to draw conclusions about the person giving feedback from the individual answers. Otherwise, the people surveyed may not be honest and the feedback will be worthless. Based on the results, strengths and weaknesses as well as potential can then be identified and measures for personnel development can be initiated. Likewise, previously untapped talents and skills can be identified and sustainably promoted. However, measures that could appear destructive or controlling to the person receiving feedback are not appropriate.
