How to Conduct an Employee 360 Survey

employee 360 surveysThink of your organization as a complex puzzle, with each employee holding vital information that exposes the firm's success. With you being the puzzle solver, you must bring all the data of the employee together to arrive at one single final decision that aids success in your organization. 

That is what the Employee 360 survey does for you as a business owner or HR manager. With the 360 survey, you can measure the performance of an employee using more detailed information from all other employees.

Conducting a successful 360 survey however, does require some expertise to get the best results. In this blog, we will see how to get the best out of an employee 360 survey and make valuable decisions.


What is an Employee 3600 survey?

360 survey, or 360-degree feedback survey, is a comprehensive evaluation tool that gathers feedback from various perspectives within an organization, including peers, subordinates, and managers to provide a holistic view of an individual's performance, foster personal development, identify areas for improvement, and enhancing overall organizational effectiveness.

Unlocking a deeper understanding of individual performance is made possible through 360-degree feedback surveys. These surveys serve as a potent tool to foster personal and professional growth for everyone involved. Specifically designed for employees, this type of survey gathers comprehensive insights from those closely connected to an individual undergoing performance evaluation, including managers and peers.

The beauty of this feedback mechanism lies in its ability to provide a holistic view of actions and behaviors, shedding light on how they impact the broader team. This perspective often differs from one's self-perception. Armed with valuable insights from others, individuals can proactively leverage their strengths and address areas for improvement.

Crucially, for these reviews to be effective, they must be delivered thoughtfully and constructively. Employees, in turn, need to embrace the feedback, incorporating it into their professional development journey and aligning their efforts with organizational goals. When this synergy occurs, 360-degree surveys emerge as a transformative force for success within your organization.

How to conduct an employee 3600 survey

The process of creating a 360 review is fairly straightforward, commencing with the formulation of a questionnaire and concluding with the sharing of results with the individual under evaluation. Subsequently, an action plan is devised to capitalize on strengths and address weaknesses or blind spots. Here are the key steps in this process:

Formulate an employee questionnaire

This questionnaire, utilizing a point scale of 4 to 7, explores various aspects of an individual's behaviors and interactions. It covers communication, teamwork, leadership, initiative, and judgment. Additionally, open-ended questions are included to gather additional feedback.

Ensure participant confidentiality

Safeguarding the confidentiality of participants is crucial for obtaining accurate and candid feedback. While the survey aims for constructive feedback, it's important to protect participants from potential awkward encounters. Summarizing feedback responses can help maintain anonymity and authenticity.

Provide training and orientations

Training plays a pivotal role in the feedback process, aiding employees in understanding how to apply the results to their professional growth. Offering training sessions where employees can learn and seek clarification on 360-degree feedback surveys is essential. This understanding instills confidence, encouraging honest and open responses.

Elicit feedback through the survey

When distributing the survey, provide clear instructions to ensure participants understand expectations. Posting the questionnaire on your company website enhances accessibility for employees.

Analyze the data

Consider analyzing data by department or division to identify organizational strengths and weaknesses. This insight can guide training and development initiatives.

Develop and distribute results

Following data analysis, conduct review sessions with employees facilitated by an expert and can go through the results. This collaborative process establishes suitable goals and objectives for professional development.

15 Questions to ask in a 3600 survey

Need help crafting your 360-degree review questionnaire? Start with the following questions. 

Remember, your respondents are colleagues and workmates of a particular manager and they must give consent to answer any question asked.

You can always fine-tune the questions to suit your survey goals and objectives

  1. How often does this employee meet deadlines?

  2. What three hard skills is this employee most successful with?

  3. How effectively does this individual communicate progress on team goals and projects?

  4. What skills could help this person become a better decision-maker?

  5. How well does this employee manage multiple projects?

  6. What would you say are this person’s strengths?

  7. What is one thing this employee should start doing?

  8. What is one thing this employee should continue doing?

  9. What is one thing this employee should stop doing?

  10. How well does this person manage their time and workload?

  11. Share an example of a company value this person has brought to life.

  12. What are three or four words you would use to describe this employee?

  13. If you were this leader, what would be your first action?

  14. How well does this individual adapt to changing priorities?

  15. What’s an area you’d like to see this employee improve?

Benefits of 3600 Feedback

The advantages of 360-degree feedback are apparent, offering a multitude of benefits to the individuals undergoing evaluation, those closely collaborating with them, and, ultimately, the entire organization. Here are three noteworthy benefits:

Greater Self-Awareness

A distinctive and potent aspect of 360-degree feedback is its ability to foster greater self-awareness in those being evaluated. Human nature often leads us to perceive ourselves in a certain way and assume that others share a similar perspective. 360 feedback exposes individuals to how they are perceived by others, prompting deep introspection and enhanced self-awareness. This newfound awareness can lead to positive behavioral modifications. It's not always about discovering negative aspects; sometimes, individuals become aware of valued behaviors and actions appreciated by peers or subordinates. Recognizing these strengths boosts confidence and empowers individuals to purposefully leverage them for personal and collective benefit.

More Meaningful Dialogue

The review of 360 feedback results often sparks a quest for clarification on specific aspects of the findings. This could involve observations that significantly deviate from an individual's perceived self-image. Such instances open avenues for more meaningful dialogue, addressing issues that might be challenging to discuss without the supporting data from the 360 feedback.

Stronger Relationships

Genuine relationships thrive on honesty and trust. 360-degree feedback has the potential to bolster these foundational elements, fostering meaningful and mutually beneficial exchanges. In contrast to traditional performance reviews, which often result in one-sided conversations, 360 feedback encourages an open exchange. The feedback becomes a cornerstone for enhancing a broad spectrum of workplace relationships by offering guidance on more effective interaction and communication.

Are you ready to start using the 360 feedback surveys?

The next time performance reviews come up on your calendar, you may want to consider the option of using 360 feedback surveys in your team. It is a great way to help key members of your team develop in their careers and to build a positive culture inside the company.

Get started on your 360-degree feedback survey now with the Enquete 360 survey template. It is easy, just login, select the 360 survey template, make a few edits and you are good to go.

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