{"id":48660,"date":"2023-06-09T09:48:56","date_gmt":"2023-06-09T09:48:56","guid":{"rendered":"https:\/\/staging.totara.fortyapp.com\/?post_type=article&p=48660"},"modified":"2024-08-02T20:47:08","modified_gmt":"2024-08-02T20:47:08","slug":"how-to-gather-great-360-feedback","status":"publish","type":"article","link":"https:\/\/staging.totara.fortyapp.com\/us\/articles\/how-to-gather-great-360-feedback\/","title":{"rendered":"How to gather great 360 feedback"},"content":{"rendered":"\n
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When it comes to performance reviews, managers and employees alike often struggle to know what to say. <\/span><\/p>\n

As a manager, your opinion of an employee\u2019s work is valuable, but it can only go so far. In reality, many managers don\u2019t work directly with their staff, and may not have an accurate impression of their performance.<\/span>That\u2019s where 360 feedback<\/a> comes in. 360 feedback is when multiple people are asked to provide feedback on an employee\u2019s performance. This might include their direct manager, their teammates, their colleagues outside the team and potentially even clients and third parties. But not everyone collects 360 feedback, and they\u2019re missing out on the wealth of information available to them from other people.<\/span>\"\"<\/p>\n

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Manager-only feedback vs 360 feedback<\/b><\/h2>\n

Manager-only feedback can only go so far. If you don\u2019t work directly with your employee in their day-to-day role, you may not know much about their performance. If you only spend a couple of hours a week working with your employee, it\u2019s difficult to know how they\u2019re performing the rest of the time and in different circumstances. Equally, even if you work closely with your employee, the manager-employee relationship means that you probably get a very different perspective of their work than their colleagues.<\/span>360 feedback<\/a>, on the other hand, gives you a much richer, more comprehensive insight into an employee\u2019s performance. The manager\u2019s input is still included, but it\u2019s bolstered by the views of other people who will have different experiences of working with the employee. For instance, as a manager, you may believe that your employee is performing well across the board. However, 360 feedback may surface that several other people are concerned about the employee\u2019s organizational skills, giving the manager the chance to raise this concern with the employee and support them in becoming more organized.<\/span><\/p>\n

What questions should I ask in my 360 feedback forms?<\/b><\/h2>\n

A combination of qualitative and quantitative questions will give you a valuable set of 360 feedback to work with. You will also want to include at least one \u201copen response,\u201d where the person completing the form can include their own freeform answer. Some examples of good 360 feedback questions are:<\/span><\/p>\n