Online platforms like the one by Think Talent have made conducting 360-Degree feedback surveys much easier.
Many of the operational steps in conducting the survey – sending email reminders to respondents and analyzing and reporting the results – are mostly automated.
360-Degree feedback surveys typically involve a large number of employees with sometimes 10+ employees providing feedback to each participant. Both providing and receiving feedback can be difficult for most people.
Designing a clear orientation process can help you make sure you help all stakeholders understand the different stages in the entire survey process and answer their concerns, especially around anonymity and confidentiality and how the reports will be used.
The Survey Questionnaire is one of the key components of any 360 Degree feedback Survey process. Selecting or designing a questionnaire requires you to consider many factors covered in the next blog.
However, once your questionnaire is ready, make sure you spend sufficient time taking key senior stakeholders through the design of the questionnaire and the report. Understanding and addressing their inputs and concerns can help you win their support and manage the post-survey process effectively.
Running an online 360 survey well means getting many things right. Has the link been whitelisted? Have you uploaded the right questionnaire? Are participants seeing the right instructions on opening the link?
One effective way to get everything right is to run a set of pilot surveys. Configure everything exactly as in the final Survey and get 7-10 of your colleagues to respond to the Survey. Give them a checklist of things to look for and check-in with them to confirm whether everything worked correctly for them. This will help you catch issues before you release the survey to a large group of people.
360-Degree Feedback Reports are, by their very nature, sensitive documents. If you are running the survey for a large group of people, make sure you have a clear plan around handling the report.
Some of the questions you may want to think through are:
Getting respondents to your survey can be one of the most difficult part of the survey process. With their day-to-day taking up most of their time and attention, you need to create a well-crafted communication plan to make sure your respondents are aware about the intervention and prioritize the survey invitations once they receive it.
Make sure you build up anticipation around the survey prior to launch and you send regular reminders to people with pending surveys in their accounts.
Find out how we helped an Insurance Giant to scale up its 360° feedback program using our proprietary 360-feedback platform.
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