What The 360 Degree Feedback Model Can Do For Your Recruitment And Retention

With the many recruitment and retention elements, it’s difficult to know precisely what works and how to best use results. Performance reviews are essential to any company, but simply because your leadership administers them does not mean they will benefit employees, supervisors, or a comprehensive recruitment process. Yet, if evaluations are done well, your business could obtain invaluable advantages. Read on to learn more about what the 360-degree feedback program can do for your recruitment and retention.

Defining the 360-degree feedback structure

Before exploring how this performance evaluation system can enhance recruitment processes, let’s unpack what the 360-degree feedback model consists of. The strategy strives to improve evaluation methods by giving constructive criticism to workers from their directors, colleagues, other staff, and customers. Think of this system as an occasion for an employee to grow by understanding a well-rounded and cohesive perspective. These evaluations are usually administered through individual responses, and the parties involved should be people who spend a lot of time working with the subject participant. The 360-degree feedback system is unique in its personalisation, incorporation of multiple perspectives, and tailoring to an organisation’s culture.

Benefits of using the 360-degree feedback model for retention

1. Reveal areas of improvement and clarifies roles. Don’t be like the many employers who will often underrate the importance of defining workers’ rules. Despite job descriptions, assumptions, and verbal directives, it is most often that when a workplace conflict arises, clarifying roles will reveal how to fix the situation. This feedback model helps to clear up blurred lines and resolve confusion, which overall reduces day-to-day disputes in the workplace.
2. Foster a collaborative culture and accountability. When colleagues evaluate each other, they are held accountable for yet another perspective. It adds a layer of importance as a workplace is comprised of an entire team dedicated to specific goals. Not only that, but the employees participating in evaluating the reviewee understand they will also be held to that same standard. The model boosts accountability among everyone and strengthens a collaborative work environment. Plus, it will ease frustrations among workers bearing more pressure and helps other workers develop.
3. Well-rounded feedback for the employee. Even the most well-intentioned leadership cannot provide a 100% perfect employee evaluation. For this reason, it is important to tap into as much constructive criticism as practicable to guarantee the employee recognises areas of improvement and areas of strength.
4. Each evaluation unveils broader and interconnected organisational weaknesses. Every leadership team strives to create a company that is a well-oiled machine. This holistic approach nearly mimics an objective point of view for an organisation as a whole. 

The 360-degree feedback model will retain employees for all of the above reasons. Employees want to improve and do well at work. Suppose there are any disconnects between functions and skill sets needed for the job. In that case, this performance evaluation method may just be what you need to help your employees in their professional development.

360-degree feedback and recruitment

After reviewing all of this feedback model’s advantages, it’s time to put this method into a recruitment specific viewpoint. There are many additional benefits to using this style of review.

1. Understand which qualities your company tends to hire. With such extensive data gathered from the 360 degree feedback model, your leadership can come together and see patterns so that you weren’t able to with a more traditional model of evaluations. With this information, you may find areas of strength within exceptional employees that you wish to mimic in new hires. After collecting this information, consider incorporating it into your recruitment process. For instance, change interview questions to make sure a candidate embodies a certain quality.
2. Better understand what your company needs. On the flip side, this well-rounded review style can expose potholes that can be easier to deal with when acknowledged, then incorporated into the recruitment process. If most of your team members are of technical skillsets, perhaps it’s time to find candidates who embody soft skills. As you continue the 360-degree feedback model, both of these types of employees can help give each other feedback in the process. A well-rounded team is a productive one.
3. Find internal candidates. The perfect candidate actually might be right within your team. Especially with large organisations, it’s difficult for leadership to fully understand what is happening on the ground and how employees go about their day-to-day activities. This model helps to gather significant data patterns that could very likely lead to your best internal higher yet.

The 360-degree feedback model is an innovative way to look in the mirror as a company and see where you can improve as a whole. Your employees will thank you for your respectable feedback. Don’t forget to evaluate the evaluation to continue improving every year!