HomeHome SearchSearch MenuMenu Our productsOur products

Six points to consider before implementing 360 degree feedback

by , 28 July 2014
There are various ways you can assess employee performance.

One of these is 360 degree feedback.

With 360 degree feedback, you get different views about your employee's performance from co-workers who are affected by it and who are in the best position to give you feedback. This can strengthen your performance management efforts.

If you want to get the most from implementing 360 degree feedback, make sure you consider these six points.

*********** Recommended Product ************

The First Performance Review Software Available in South Africa

In accordance with the 2014 Labour Law

The Performance Review Software helps you determine quickly and accurately:

- your employees' skill levels;
- how every employee contributes to overall business performance;
- the training and skill enhancing requirements for every one of your employees;
- how to properly motivate your employees;
- the required disciplinary measures.

Click here for more information


Six considerations about 360 degree feedback

The Practical Guide to Human Resources Management says consider the following elements to make sure you're ready for the implementation of 360 degree feedback:

#1: Integration of 360 degree feedback into your organisation's leadership strategy. This will provide a high-level platform for the process.

#2: A high level of trust between managers and employees in your organisational culture.

#3: Buy-in and commitment prior to the implementation of the 360 degree process.

#4: Communication about the technique, the benefits and the challenges of the process.

#5: Training for all participants.

#6: Adaptation of reward and recognition systems to maximise the value of the feedback.

If you take all these points into account before you implement 360 degree feedback, you'll have no problem reaping benefits such as:

  • Using the information from the 360 degree feedback process to assess your employee's value to the organisation.
  • Identifying under-utilised individual strengths. (You'll be able to draw on these to increase productivity in your company.)
  • Recognising poor or under-developed skills. (This will help you avoid counting on these weak or inappropriate skills.)
  • Making succession planning and career development more accurate and meaningful.


There you have it. If you want to implement the 360 degree feedback effectively, consider these six points. They'll go a long way towards strengthening your performance management efforts.


*********** Top rated product ************

Do you have a poor performer?

Here's what you need to do to dismiss him correctly without landing at the CCMA.

Find out more here.


Related articles

Related articles

Watch And Learn

Related Products


Recommended for You 

  Quick Tax Solutions for Busy Taxpayers – 35 tax answers at a glance

Here are all the most interesting, thought-provoking and common tax questions
asked by our subscribers over the last tax year – everything from A to Z!

To download Quick Tax Solutions for Busy Taxpayers – 35 tax answers at a glance click here now >>>
  Employees always sick? How to stop it today

Make sure you develop a leave policy to regulate sick leave in your company.

BONUS! You'll find an example of the leave policy and procedure in this report.

To download Employees always sick? How to stop it today click here now >>>
  Absenteeism: Little known ways to reduce absenteeism

This FREE e-report will tell you how you can reduce absenteeism in your workplace while avoiding the CCMA and without infringing your employees' labour rights.

To download Absenteeism: Little known ways to reduce absenteeism click here now >>>
  7 Health & safety strategies to save you thousands

Don't let a health and safety incident cost you one more cent. Implement these seven
strategies in your company today.

To download 7 Health & safety strategies to save you thousands click here now >>>