12 Advantages of 360 Feedback

There’s one thing we know for sure — businesses are, always have been, and will forever be looking for ways to improve employee performance. While we know of a number of effective means of boosting performance and productivity, one of our favourites is through 360 feedback. 

A 360 feedback tool provides a great overall, balanced view of a leader or manager’s performance by gathering insights from a variety of sources, including peers, supervisors and those working directly under them. This comprehensive feedback approach offers a great deal of benefits that can contribute to both individual and organisational success.

Let’s take a look at our top twelve favourite advantages of 360 feedback and how it can transform your organisation.

Read more: What is 360 feedback?

1. 360 feedback provides a comprehensive view of leadership performance

One of the main advantages of 360 feedback is that it provides a well-rounded view of a leader’s performance. The approach ensures that leaders receive a more balanced and comprehensive assessment of where they are, what they’re doing well and how they can improve. By considering all these varied perspectives, you’re left with a clearer understanding of how their actions affect others, leading to more targeted personal development.

2. It encourages self-awareness and personal growth

Self-awareness is a famously important component of personal and professional growth. The 360 feedback process allows employees to see themselves through the eyes of others, revealing blind spots they may not have been aware of. By understanding how they are perceived by colleagues, leaders can identify areas for improvement and take proactive steps to enhance their performance. This increased self-awareness can lead to more meaningful personal development, as employees are better equipped to align their behaviours with organisational values and goals.

3. 360 feedback promotes a culture of continuous improvement

Another advantage of 360 feedback is that it fosters a culture of continuous improvement. When employees receive regular feedback from a diverse group of colleagues, they are more likely to engage in ongoing self-reflection and seek opportunities for growth. This culture of continuous feedback and improvement encourages employees to strive for excellence and remain committed to their personal and professional development. Over time, this can lead to a more dynamic and high-performing workforce — a win-win for everyone.

4. It enhances communication and collaboration

Effective communication and collaboration are crucial for organisational success — but communication is not always done well. Sometimes, leaders forget to give feedback accurately or promptly. Sometimes managers forget to give praise, recognition or simple updates regarding company progress and direction.

By providing employees with insights from multiple sources, 360 feedback helps to improve communication across different levels of the organisation. Employees become more aware of how their actions impact others, leading to better teamwork and collaboration. What’s more, when employees understand that feedback is a regular part of the organisational culture, they are more likely to communicate openly and honestly with their colleagues and across teams.

5. The 360 feedback process reduces biases and promotes fairness

Traditional performance reviews can sometimes be influenced by biases — whether conscious or unconscious. These biases can lead to unfair assessments that do not accurately reflect an employee’s performance. 

One of the key advantages of 360 feedback is that it minimises these biases by incorporating diverse perspectives. By gathering feedback from multiple sources, 360 feedback provides a more objective and fair evaluation of an employee’s performance, leading to greater trust in the appraisal process.

6. It supports leadership development

If you want to guarantee long-term success for your organisation, you need to prioritise leadership development. As the heads of your business, they need to be emotionally intelligent, motivational and perceptive.

The 360 feedback process is particularly valuable for leadership development, and we always recommend it to clients aiming to improve communication between manager and employee. 360 provides leaders with insights into how their behaviours and actions are perceived by others. 

By receiving feedback from a wide range of people, leaders can identify areas where they need to improve and take action to enhance their leadership skills. This feedback can also help emerging leaders understand the expectations of their role and develop the competencies needed to succeed.

Learn more about how to give 360 feedback for managers

7. It boosts employee engagement and motivation

Employees who feel valued and recognised are more likely to be engaged and motivated. The 360 feedback process provides employees with constructive feedback that acknowledges their strengths and contributions. When employees receive regular feedback and see that their opinions are valued, they are more likely to feel motivated to perform at their best. Additionally, the feedback process can help identify areas where employees may feel disengaged or dissatisfied, allowing organisations to take proactive steps to address these issues and improve overall morale.

Interested in employee engagement? Check out our up-to-date employee engagement statistics

8. 360 feedback identifies skill gaps and training needs

One of the practical advantages of 360 feedback is its ability to identify skill gaps and training needs within the organisation. By analysing the feedback data, organisations can pinpoint areas where employees may need additional support or training. 

This targeted approach to professional development ensures that training resources are allocated effectively and that employees receive the support they need to improve their skills. Over time, this can lead to a more competent and productive workforce.

9. It aligns employee behaviour with organisational goals

Organisational success depends on employees working towards common goals. The 360 feedback process helps align employee behaviour with these goals by providing feedback that highlights how individual actions contribute to the organisation’s objectives. 

When employees understand the impact of their behaviour on the organisation’s success, they are more likely to adjust their actions to align with organisational priorities. This alignment can lead to improved performance and greater overall success for the organisation.

10. It increases accountability

For an organisation to be successful, it must create a culture of accountability. The 360 feedback process promotes accountability by encouraging employees to take ownership of their development and performance. When employees receive feedback from multiple sources, they are more likely to feel responsible for their actions and committed to making positive changes. This increased accountability can lead to a more engaged and productive workforce, as employees are more likely to take initiative and strive for excellence.

11. It enhances employee retention

Employee retention is a concern for most organisations — in fact, it remains the top priority for most businesses in the UK. One of the advantages of 360 feedback is its potential to improve employee retention rates. When employees receive regular feedback that helps them grow and develop, they are more likely to feel satisfied with their job and committed to the organisation. The 360 feedback process can also help identify potential issues that may lead to turnover, allowing organisations to address these concerns proactively and retain top talent.

12. It supports organisational change

Let’s be honest — organisational change can be stressful. But it’s also necessary for growth and adaptation. The 360 feedback process can support organisational change by providing insights into how employees perceive the change and its impact on their work. By understanding these perceptions, organisations can make more informed decisions about how to implement change effectively. The feedback process can also help identify change champions and areas of resistance, allowing organisations to tailor their change management strategies accordingly.

Related: How to help your employees embrace change

Begin your 360 feedback process today

360 feedback can truly revolutionise your organisation, when implemented well. If you’re ready to experience the advantages of 360 feedback, set the wheels in motion today and invest in your organisation’s long-term success.

Get in touch today to see how our employee experience experts can help initiate and execute an effective, results-driven 360 process.