## What feedback questions should you ask to ensure you get [constructive feedback](https://www.peoplegoal.com/blog/6-principles-of-constructive-feedback)?

Within a [continuous feedback cycle](https://www.peoplegoal.com/blog/continuous-feedback), employees and managers have the opportunity to share their thoughts on all aspects of the experience of work. The key to generating [valuable feedback](https://www.peoplegoal.com/blog/6-principles-of-constructive-feedback) is ensuring that the right questions are asked. Whilst team members might carry particular thoughts, these may never be revealed without first inviting the individual to share. Below, you will find a list of various types of questions designed for different audiences.

We invite you to make use of these example questions to assist you in your next one-on-one or [performance review](https://www.peoplegoal.com/blog/performance-review-comments-examples). It is important to note that there are no 'right' answers, these questions should be used to encourage individuals to give their honest opinion - a genuine reflection of their experience of work. Having collected truthful responses, this provides your organization with the most accurate and beneficial information - enabling the HR team to build upon these findings and make better informed decisions to improve the organization's performance and overall [company culture](https://www.peoplegoal.com/blog/company-culture-survey).

### Employee Feedback Questions:

- What are my strong areas of performance?
- Which skills I should improve?
- How can I improve my soft skills?
- What skills should I develop in order to progress my career?
- How do you think I performed in this task?
- How did you find my interactions with you and the rest of the team?
- What can I do to improve the team performance?
- How can I make our team excel?

![Feedback Questions - employee feedback questions](//images.ctfassets.net/6g4s9n00xmsl/56wofTGH9bujhP3cC0QLps/d49304c55c7801d5efe1a0020da9446d/Feedback_Questions_-_employee_feedback_questions.png)

👉 [Click here for 6 examples of constructive feedback for performance reviews](https://www.peoplegoal.com/blog/constructive-feedback)

### Manager Feedback Questions:

- What type of skills should we look for in new hires?
- Did you feel empowered from my management style through out the performance cycle?
- Did I help you build new skills?
- Was I an effective coach and mentor?
- Did you feel your goals and objectives were within your skillset to complete?
- Did you feel stretched enough throughout the performance cycle?
- Did you enjoy the tasks you completed?
- Do you feel rewarded for your contributions in the overall business agenda?
- What should I improve as a manager?
- What are my weaknesses as a manager?

![Feedback Questions - manager feedback questions](//images.ctfassets.net/6g4s9n00xmsl/2IaRNFaLX3WLT0YYWOoWE8/80f09451ce9f7b5b737c107c1b6f8a4f/Feedback_Questions_-_manager_feedback_questions.png)

### Business Environment Feedback Questions:

- Did you get enough time to socialize with the rest of the team?
- How we can improve company communication with employees?
- How we can make the company a great place to work?
- Were your goals linked to business objectives?
- Was the vision and mission of the company aligned with your goals and tasks?
- How we can help employees socialize better?
- Did you feel socially engaged with the other team members?

![Feedback Questions - business environment questions](//images.ctfassets.net/6g4s9n00xmsl/gaurIOXkhD8xSOftMtNfI/b02d1f6fc79041b5e983ea33996cda95/Feedback_Questions_-_business_environment_questions.png)


The key to generating valuable feedback is ensuring that the right questions are asked. Here we list some of the best options availiable.

What employee and manager feedback questions should you ask to ensure you get constructive feedback? We list some of the best options.

What Employee and Manager Feedback Questions Should We Ask?

what feedback questions to ask

What feedback questions should we ask when evaluationg managers and employees?


Employee Development is a strategic tool that helps your business continually grow by increasing your employee's [engagement and productivity](https://www.researchgate.net/profile/Nadeem-Bashir-3/publication/274704136_Training_and_Development_Program_and_Its_Benefits_to_Employee_and_Organization_An_Conceptual_Study/links/5704d82008ae74a08e247340/Training-and-Development-Program-and-Its-Benefits-to-Employee-and-Organization-An-Conceptual-Study.pdf). This is done through committing to support their [professional](https://www.peoplegoal.com/blog/personal-development-goals) development and [personal growth.](https://www.peoplegoal.com/blog/personal-development-objectives)

[Employee development plans](https://www.peoplegoal.com/blog/development-plans) provides a key method of success in developing your employees. This is where  a set route determining how an employee can achieve their goals is identified. There are other ways that correspond with employee development plans that can support and help grow your business.

Watch our Employee Development webcast for a more detailed explanation here
<iframe width="560" height="315" src="https://www.youtube.com/embed/-dX0PzM1uxs" title="YouTube video player" frameborder="0" allow="accelerometer; autoplay; clipboard-write; encrypted-media; gyroscope; picture-in-picture" allowfullscreen></iframe>

## **What is Employee Development? ℹ️**

![Employee Development - DEFINITION](//images.ctfassets.net/6g4s9n00xmsl/1ag3yuwofVsF4pB4mxGVc6/e9f8651c1364de6361f879fc832cb975/Employee_Development_-_DEFINITION.png)

[Employee development](https://www.peoplegoal.com/resources/webcasts/employee-development) can also be referred to as, professional or career development. It is the use of training to improve an employees skills and grow their knowledge. It aims to nurture their [career path](https://www.peoplegoal.com/blog/career-growth-helping-employees).

While employee development is optional, it is recommended for employers to encourage the participation in both internal and external [learning opportunities](https://www.peoplegoal.com/blog/how-to-kick-off-a-learning-and-development-plan-in-your-company). This allows for a cooperative effort between both parties making employees feel supported.

Most companies use [employee development plans](https://www.peoplegoal.com/blog/4-steps-to-design-an-employee-development-plan-that-works) which are a roadmap tailored and created for each employee by the Human Resources department. It will need to suit each employees needs, abilities and interests - keeping the plan as unique as its owner.

[Employee development programs](https://www.peoplegoal.com/blog/effective-employee-development-plans) need to update the training and development they offer regularly. This is due to new technology and strategies continuously being introduced into the work environment. This creates employees who are up to date with all the relevant skills necessary to perform well in their roles.

Need some help running an effective employee development plan? Read our support article [here](https://www.peoplegoal.com/support/article/how-to-run-effective-development-plans) 👈

## **Benefits of Employee Development ✅**

Employee development is a long-running initiative that can provide both short-term and long-term benefits. While it does require the investment into employees through time, money, and effort, these are usually returned through the following benefits amongst others.

![Employee development - BENEFITS](//images.ctfassets.net/6g4s9n00xmsl/mvNVlCSQR03SAxgw8xACx/cd92104ea9d8bb41bebe82d10d2f7e34/Employee_development_-_BENEFITS.png)

### **1. Unexpected situations handled better**

Today's working environment is constantly changing. Therefore, by keeping your team members prepared as possible through training, they can handle these unexpected situations more efficiently. This provides valuable benefits to your business by enabling quick and effective responses.

### **2. Better performance**

Employee development improves the [performance](https://www.peoplegoal.com/app-store/template/performance) of employees. This is through an increased job satisfaction, increased confidence, and the development of more skills through continuing education.

It helps to put resources into underperforming employees and they can be identified through [performance reviews](https://www.peoplegoal.com/guides/performance-reviews) and [feedback](https://www.peoplegoal.com/guides/360-feedback-the-essential-guide).

### **3. Improved employee engagement**

[Employee engagement](https://www.peoplegoal.com/guides/employee-engagement) is at the top of most business strategies as it helps promote loyalty, motivation, and productivity. When employees have the option to develop their career they tend to be much more optimistic which leads to improved engagement. This also leads to higher levels of job satisfaction, which increases employee retention.

[Gallup](https://www.gallup.com/workplace/311099/companies-getting-wrong-employee-development.aspx) found that there is an 11% increase in profitability in Organizations that have made a strategic investment in their employee development. These comapnies are also twice as likely to retain their employees.

Learn how to easily track employee engagement [here](https://www.peoplegoal.com/blog/engagement-surveys-how-to-track-improvements-in-employee-engagement) 👈

### **4.Train future leaders**

Employee development allows you to identify high performing employees you would like in your companies senior roles in the following years. It allows you to develop the right people for the job and saves you money on hiring and training new leaders. Another benefit, as identified by [Forbes](https://www.forbes.com/sites/steveolenski/2015/07/20/8-key-tactics-for-developing-employees/), is that these effective leaders will be loyal to the company due to you committing resources into their future.

### **5. Retain employees**

By using employee development plans you are keeping your workforce strong and limiting the amount of employee turnover. This saves both money and resources for your business. Employee retention also helps stabilise your workforce by allowing teams to build trust between one another.

![Employee Development - case study](//images.ctfassets.net/6g4s9n00xmsl/6QrlBnljisVcUGQ5TEpX8q/e8f503dc629f6c54c921d5425b46bc7f/Employee_Development_-_case_study_.png)
- [Havard Business](https://hbr.org/2016/10/atts-talent-overhaul)

## **Top 5 Ideas for Employee Development 🔝**

![Employee devolopment - TOP 5](//images.ctfassets.net/6g4s9n00xmsl/4drcbJFQrPQYpk7Uvnxghd/70b806a6c85511aa7dbbd4fea2b11e10/Employee_devolopment_-_TOP_5.png)

### **1. [Employee Development plans](https://www.peoplegoal.com/blog/employee-development)**

Use individual [development plans](https://www.peoplegoal.com/blog/development-plans) (IDP) to document an employees learning and development outcomes. IDP's also are useful in providing [support](https://www.shrm.org/resourcesandtools/tools-and-samples/toolkits/pages/managingemployeeperformance.aspx) and highlighting ways their goals will be met. Use a mixture of short-term and long-term goals to maintain a commitment to the plan throughout the year.

By establishing definitive goals the employee development plans are a blueprint in how to make your employees feel valued. Use [one-to-one meetings](https://www.peoplegoal.com/app-store/template/one-to-ones) to develop unique and suitable goals and plans for your employees.

### **2. Use of People Goals' [360 reviews](https://www.peoplegoal.com/blog/360-feedback-challenges)**

[360 reviews,](https://www.peoplegoal.com/blog/360-review) also called [360 feedback](https://www.peoplegoal.com/guides/360-feedback-the-essential-guide), is the use of many individual assessments over different work relationships. This is to provide an insightful review of an individual.

360 reviews are different from a [performance review](https://www.peoplegoal.com/guides/performance-reviews) due to it not focusing on targets and outcomes. Instead it investigates ways to help employees develop their business and [interpersonal skills](https://www.peoplegoal.com/blog/employee-feedback). This is useful in employee development as it provides an assessment of where the employee is in their development plans and where they need extra support.

Check out our app that makes 360 feedback efficiently and insightful [here](https://www.peoplegoal.com/app-store/template/360-feedback) 👈

### **3. [Succession Plans](https://www.peoplegoal.com/glossary/succession-planning)**

A [succession planning template](https://www.peoplegoal.com/blog/succession-planning-template) allows your organization to identify long-range needs. These needs can be in terms of where you need to expand or hire in the future. It also helps to evaluate the companies talent pool and identify potential future leaders. They can then be selected for further employee development to prepare for these roles.

[Renz](https://www.shrm.org/resourcesandtools/hr-topics/organizational-and-employee-development/pages/succession-planning-is-easier-than-you-think.aspx) who spoke at the  SHRM 2018 Annual Conference & Exposition found that [unexpected vacancies](https://www.peoplegoal.com/blog/employee-turnover-rate) cost companies about 50 percent more in lost revenue than the salary for the vacated job itself. She then went onto identify that...

"Succession planning protects the business from unexpected changes that could potentially hurt the business... It can also increase retention of top performers and drive deeper engagement of managers by "owning" talent development."
![Employee development - succession](//images.ctfassets.net/6g4s9n00xmsl/6UzsLOH7Yr5XzUccAF8B9n/766e326a6eca21fe32325457fde33b38/Employee_development_-_qoute_.png)

### **4. Business Goals**

By setting clear business goals you can effectively align employee and company goals to ensure they both correspond. Once business objectives are identified, this allows the strengthening of succession and employee development plans by giving them more direction and benefit for the company.

### **5. [Check-ins](https://www.peoplegoal.com/blog/check-ins)**

By your managers setting a [flexible weekly or monthly check-in](https://www.peoplegoal.com/blog/employee-manager-check-ins) with your employees, it maintains a strong line of communication. This promotes the identification of an employee's progress. Acknowledgement of successes in terms of completing goals and accomplishments should occur regularly to maintain motivation.

The discussion of difficulties faced should help with the continual adjustment of goals to make them more manageable. The setting of new goals as the employee develops, should also occur here.

## **Employee Development: Strengthen your business through your employees 🏢**

Employee development is a key way in making your business reach its goals as effectively as possible. By offering opportunities for an employee to learn and gain new skills you are doing the same for your business. This also improves the employee-employer relationship by them feeling supported and wanted through your use of resources. This in turn reduces [employee turnover](https://www.peoplegoal.com/blog/employee-turnover-how-to-calculate-it-and-retain-great-staff) - saving you money in the long run.

Employee development offers a way to support both your business and employees goals. Improving both performance and job satisfaction.

Top 5 Ideas for Employee Development in your Remote Teams

How to create a diversified workplace

Employee development is a key way businesses can improve the performance and job satisfaction in their remote teams. This in turn will boost your businesses productivity and save you money in the long run by increasing employee retention. 

Top 5 ideas for Employee Development

1. [Employee Development plans](https://www.peoplegoal.com/blog/employee-development)

2. [360 Reviews](https://www.peoplegoal.com/blog/360-feedback-challenges)

3. [Succession Plans](https://www.peoplegoal.com/blog/succession-planning-template)

4. [Business Goals](https://www.peoplegoal.com/app-store/template/objectives-key-results-classic)

5. [Check-ins](https://www.peoplegoal.com/blog/check-ins)


Employees want regular, real-time feedback on their performance. According to [research from PwC](https://www.linkedin.com/business/talent/blog/talent-strategy/employee-feedback-stats-you-need-to-see), 60% of employees said that they would like more feedback. And that number increases to 72% for employees under the age of 30. However, feedback isn't always given or [received well](https://www.peoplegoal.com/blog/negative-feedback). In organizations with hierarchical, top-down structures, feedback is often one-sided - only given from manager to direct report. [360 feedback](https://www.peoplegoal.com/glossary/360-feedback) is an attempt to democratize the [feedback cycle](https://www.peoplegoal.com/faqs/why-is-feedback-important) by providing both [positive](https://www.peoplegoal.com/blog/positive-feedback-for-colleagues-examples-and-tips) and [constructive feedback](https://www.peoplegoal.com/blog/6-principles-of-constructive-feedback) to employees from a well-rounded perspective.

360 feedback surveys are a powerful tool and when used correctly, [encourage employee growth](https://www.peoplegoal.com/blog/360-feedback). However, there is a lot to get right to deliver a successful [360 review](https://www.peoplegoal.com/blog/360-review). In this blog, we are going to look at the top challenges HR leaders face when implementing a 360 feedback cycle and provide our tried and tested solutions to help you succeed. 

![top 10 360 feedback challenges quote](//images.ctfassets.net/6g4s9n00xmsl/4RaKoVDEbhLk59nzcqGu2M/a1913210ed2b593607f3cb51e399e61f/top_10_challenges_360_feedback_quote.jpg)

## What is 360 degree feedback?

Put simply, 360 feedback (also known as __multi-rater feedback__) is a feedback system where employees are rated by different members of their organization, across different levels of seniority, on certain competencies or behaviors. Feedback is gathered from an employee's colleagues, direct reports, manager(s) and sometimes even their clients. The goal is to gain a [well-rounded view of employee performance](https://www.peoplegoal.com/faqs/why-is-peer-feedback-important) by revealing areas of strength and any weaknesses from different perspectives. The feedback should be used for __learning and development__ purposes.

![360 feedback process](//images.ctfassets.net/6g4s9n00xmsl/4f9Qcc7dEN7pBz3DfCI8sr/fb46927d299b492a6fd37f2b43846337/360_feedback_process.jpg)

360 feedback is a key part of [continuous performance management](https://www.peoplegoal.com/product/performance-management-software), which is the process of providing __regular, ongoing feedback__ to employees throughout the year. It aims to replace the traditional performance management model, which is over-reliant on the annual [performance review](https://www.peoplegoal.com/glossary/performance-review). Continuous performance management aims to create an environment where feedback is given regularly, and teams can perform to their maximum potential.

👉 __Check out our [Essential Guide to 360 Feedback](https://www.peoplegoal.com/guides/360-feedback-the-essential-guide) to learn more__

## Benefits of 360 feedback

![360 feedback benefits](//images.ctfassets.net/6g4s9n00xmsl/6ZilyheqkiRXOZsiLYPwKB/ef612bb00183bdd3c5d7965a7cca37ee/360_feedback_benefits.jpg)

- Improve working relationships
- Gain a well rounded perspective of skills
- Encourage continuous learning
- Identify top talent and under-performers
- Boost engagement and motivation
- Foster professional [development](https://www.peoplegoal.com/resources/webcasts/employee-development)

## Top 10 Challenges with 360 feedback (and solutions!)

![top 10 challenges with 360 feedback](//images.ctfassets.net/6g4s9n00xmsl/5HDqOPnOW43B8wbP35wU1B/5ab9cbed470abad861b2f408779abfc5/top_10_challenges_with_360_feedback.jpg)

### 1. Resistance to rate peers

[Feedback](https://www.peoplegoal.com/blog/feedback-remote-work) collected during a 360 feedback cycle will not be valuable to employees or the organization if reviewers aren't prepared to provide [candid feedback](https://www.peoplegoal.com/blog/encouraging-feedback-from-employees). Your people may be reluctant to give honest back if they haven't had the right training or experience. If your employees are not comfortable giving feedback, especially if it is negative, it could also cause them stress.

☑️ __Solution__: You must prepare reviewers to provide feedback. To top 10 challenges with 360 feedback [reduce resistance to participate in the process](https://www.gartner.com/smarterwithgartner/peer-feedback-boosts-employee-performance/), provide resources and training to reviewers to help them provide accurate ratings and useful, constructive comments. It is also important to select the right questions and rating scales, focus on attitude and soft skills rather than performance.

### 2. Employees reacting negatively to feedback

Receiving feedback, whether positive or [constructive](https://www.peoplegoal.com/blog/constructive-feedback), can be a stressful experience. This is normal and to be expected. No one likes to hear [negative feedback](https://www.peoplegoal.com/blog/negative-feedback), so you must make sure feedback is provided in a correct and constructive way - otherwise it could cause strain between your employees. In addition, reviewees are likely to be concerned about how the feedback will be used and its impact on future pay and promotion decisions. 

☑️ __Solution__: The first step to success is clearly defining the purpose of 360 feedback and making sure people understand why you are doing it. Communicate the purpose of 360 feedback to all employees, the benefits to stakeholders and how the results will be used. Prepare individuals to receive feedback, and provide feedback training to reviewers. Encourage reviewers to leave constructive comments.

### 3. Concerns over anonymity

[Peer reviewers often fear sharing uncensored peer feedback](https://researchintegrityjournal.biomedcentral.com/articles/10.1186/s41073-020-00107-x) with their colleagues. They may well have concerns over whether their feedback will be anonymous, and be worried that the reviewee will find out what they wrote.

☑️ __Solution:__ To ensure success, all employees need to feel comfortable with the 360 assessments. Do not be concerned about over-communication, the more the better! Explain how confidentiality and anonymity will be maintained. Educate all employees about the process and provide proper training  prior to execution.

### 4. Inaccurate ratings

Achieving a [feedback culture](https://www.peoplegoal.com/resources/webcasts/feedback-culture) can be tricky. The first round of 360 feedback is not always objective because evaluators are often very lenient towards their peers. If this happens, the rating distribution will be skewed and the results may be inaccurate. In addition, like any other appraisal processes there are natural biases which can affect the validity of the ratings.

☑️ __Solution:__ To resolve this, make it clear to your employees what you want to achieve. Explain how using 360 will [help them improve their leadership skills](https://files.eric.ed.gov/fulltext/EJ1085096.pdf) and performance. Or perhaps the aim is to improve collaboration and teamwork. If the benefits are clear, employees will want to participate properly.

### 5. Doesn’t improve performance

Whilst feedback can be useful for performance, 360 feedback assessments are most effective when used for [growth and development purposes](https://www.peoplegoal.com/blog/360-feedback). It should give the employee an idea of how their colleagues perceive them, rather than judge them on specific performance metrics which usually require input from their manager. Peers often will not have the necessary experience to rate their colleagues on their performance.

☑️ __Solution:__ Always link 360° survey questions to development and not performance. Cover skills that the employee can improve on in line with company values and desired behaviors. 360 evaluations can be tied to performance appraisals, but it should not be used to assess employees on job related metrics.

### 6. Not enough reviewers participate

One of the key components of 360° feedback is that it takes multiple different perspectives and viewpoints. Particularly for smaller organizations this may cause some problems, as it will be more difficult to gather a full 360° view. 

☑️ __Solution:__ To combat this, make sure you use a software that supports the number of evaluators you want to use in your process. For 360° to work at an optimal level there needs to be at least 5 reviewers, preferably coming from different parts of the organization.

### 7. Nothing happens with the results

One of the key criticisms of 360° feedback is that it doesn't actually achieve anything. The questions can cover many different factors and competencies, and a lot of data will be collected. It is then hard to draw conclusions from the data and take action on the results. 

☑️ __Solution:__ In your planning stages, ensure you have clearly defined the purpose of 360 feedback for your organization. Consider how it will help the organization, how the results will be used and if they will contribute to performance evaluation, leadership development or succession planning. Once the process is complete, ensure the results are tied into [employee development](https://www.peoplegoal.com/blog/effective-employee-development-plans) initiatives. Encourage managers to create clear action plans for their direct reports based on the feedback.

### 8. The process is time consuming

Running 360 reviews takes up a significant amount of time, both for human resources and employees. It takes time to plan, design and implement the process from an HR perspective. It also takes employees time to fill out the surveys, especially if they are asked to give feedback for several of their colleagues. Supervisors and the HR team then need to sift through all the data and use it meaningfully.

☑️ __Solution:__ The best way to create a streamlined process is to use a feedback software vendor. Better still, find a software that can be [tailored to your unique requirements](https://www.peoplegoal.com/product/360-degree-feedback-software) to speed up the process. Automate the 360 workflows using relationships to save time for HR teams.

### 9. Against an open feedback culture

More and more companies are seeing the benefits of having an open feedback culture, where feedback is given freely between employees. An anonymous approach to 360 feedback is completely at odds with this idea. If you want your culture to be feedback first, and have employees openly deliver feedback to one another you need a system that supports this.

☑️ __Solution:__ Make your 360 feedback process transparent. Either allow the employee to choose their peer raters, or get the manager to select them. This way, you will help promote a feedback culture.

__Watch our webcast [How to Enable a Feedback Culture](https://www.peoplegoal.com/resources/webcasts/feedback-culture) to learn more__ 🎬  

### 10. Resistance from leadership

If senior management do not visibly support and champion 360 feedback then there is no reason for anyone else in the company to do so. Leaders that don't support the initiative send the message that it is not important. Some leaders may want to block the process because they are uncertain of its usefulness. Their concerns can transmit to opposition from their teams

☑️ __Solution:__ Buy-in from leadership is essential to 360 success. It is vital to clearly outline the benefits to both employees and the business in the early stages. Another great idea is to include some of the senior leadership team in your pilot testing groups, this is a great way to get them involved and understand the benefits from day 1.

## To sum up

So there you have it, our top 10 challenges to think about when implementing a 360 feedback cycle. Despite these challenges, it is a __great development tool__ to use when trying to generate __authentic__, __honest__ and __balanced__ feedback. It gives a complete picture of employee performance, and provides vital insights to help them grow and develop. Have a look at our article [How to Set Up 360° Feedback](https://www.peoplegoal.com/support/article/how-to-set-up-360-feedback) to gain a more in-depth understanding of how 360-degree feedback works in PeopleGoal.

---

## Next steps:

- Need help setting up a flexible 360 feedback process? __[Book a demo](https://www.peoplegoal.com/book-a-demo)__ with one of our 360 experts today

Many organizations still have trouble implementing 360-feedback correctly. In this blog, we discuss the most common challenges and how to over come them.

360 feedback can be difficult to put in place. We discuss the top challenges of 360-degree feedback, and how to overcome them. 

Top 10 Challenges with 360 Feedback

360 feedback header image

360 feedback is a great tool for growth and development, however it must be implemented correctly to ensure success. We discuss the potential challenges and how to overcome them.

360° feedback is a must-have for organizations looking to encourage __growth and development__. However, it is something you shouldn't rush into. It is important to carefully consider how you will run your 360 evaluations __before you kick off the project__. To help you on your way, we have put together a list of some of the __most common challenges__ HR face when implementing 360 feedback, and more importantly, how to overcome them. Read on to find out!

## What is 360° feedback

[360° feedback](https://www.peoplegoal.com/glossary/360-feedback) (or multi-rater feedback) is a feedback method where a number of peers complete a questionnaire on an employee's performance. Evaluators should include different levels of seniority, including peers, direct reports or more senior colleagues. 

360° feedback gives employees a __broad picture__ of their skills, working style and team relationships. It encourages open and honest [communication](https://www.peoplegoal.com/blog/what-is-formal-and-informal-communication) between staff and ensures that [feedback](https://www.peoplegoal.com/blog/6-principles-of-constructive-feedback) is not solely given by the manager. It also helps change employees' perception of their performance, as evaluators often have __additional insights__ that the manager may not have. In this way, it helps provide a more __complete and accurate__ picture of employee [performance](https://www.peoplegoal.com/solutions/performance).

> According to research by [Forbes](https://www.forbes.com/sites/jackzenger/2016/03/10/how-effective-are-your-360-degree-feedback-assessments/?sh=43451178a690), 85% of Fortune 500 companies use 360° feedback.

## 360° feedback process

The feedback process starts with the HR team who need to __plan and design the process__. Feedback should be given using a combination of __quantitative__ and __qualitative__ metrics, for example rating a series of specific behaviors or competencies, and open-ended questions to allow evaluators flexibility to comment on other relevant areas. This will allow the company to analyze the results and produce [progress reports](https://www.peoplegoal.com/#features-reports), whilst giving [specific feedback](https://www.peoplegoal.com/blog/employee-feedback) to the employees on an individual level.

The process typically starts with the employee defining a list of evaluators together with their manager. Next, the employee, evaluators and manager should complete the evaluation form. The manager can then collate all the feedback and [create a feedback profile](https://www.peoplegoal.com/blog/how-to-give-manager-feedback-5-examples) for the employee. Finally, the employee reviewa the report individually, or with the help of their manager, to discuss the feedback and next steps.

![360 feedback process](//images.ctfassets.net/6g4s9n00xmsl/172MA7uEHay4R2R8vJP69I/bdef65176ae06f27c112fc5a0312d235/360_feedback_process.png)

___Find out more by reading our [Essential Guide to 360 Feedback](https://www.peoplegoal.com/guides/360-feedback-the-essential-guide)___

## 360° feedback for growth and development

Whilst all feedback is useful for performance, 360° feedback is most effective when used for __growth and development purposes__. 360° feedback is designed to give the employee an idea of how they are perceived by their colleagues, not judge them on specific performance metrics which usually requires interpretation from their manager. 

360 evaluations are meant to measure the perceptions of skills and behaviors that evolve and improve over time. The ideal situation is to collect [feedback from peers](https://www.peoplegoal.com/blog/positive-feedback-for-colleagues-examples-and-tips) throughout the year to measure how employees are developing their skills. This can of course be tied into the performance review, but it should not be used to assess employees on specific job related metrics.

## Benefits of 360° feedback

- Encourage open communication between team members
- Give employees many different perspectives on their skills, strengths and weaknesses
- Give supervisors a broader picture of their direct reports' working styles
- Easily highlight top talent and identify under-performers
- Receiving regular feedback boosts employee engagement and motivation
- Foster personal and professional development

![benefits of 360 feedback](//images.ctfassets.net/6g4s9n00xmsl/5tgv7p8H6aFyVAFWqkAl3o/a2c5d072e756ef24f8cdec01b5fe1577/benefits_of_360_feedback.png)

## How to run 360° feedback with PeopleGoal

### Step 1: Nominate Evaluators

First of all, click __'New 360° Feedback'__ from the app homepage, and then select __'New Draft 360° Feedback'__. Enter a short title (this can be edited later), and then nominate three peer evaluators by selecting the blank spaces in the workflow. You can also add an optional message for the evaluators.

If your manager has already approved your list of evaluators, select __'Yes'__ and then click __'Create 360° Feedback'__. If your manager has not yet approved it, select __'No'__ and then click __'Create 360° Feedback'__ to submit your nominations for approval.

![360 feedback nominate participants](//images.ctfassets.net/6g4s9n00xmsl/4Fy0qLVXJYeLzrYKA6Y4ue/107fd05097061fc385df698d03354d28/360_feedback_nominate_participants.png)
___NB: In this example we have 3 evaluators, but with PeopleGoal there is no limit to how many evaluators you include in the 360 process___ 

### Step 2: Manager Approval

The manager now has the opportunity to view the list of nominations, make any changes and approve the final evaluators. 

To change an evaluator, select any of the participants in the workflow and choose a different participant. When the list is finalized, click __'Submit to next state'__.

![360 feedback select new evaluator](//images.ctfassets.net/6g4s9n00xmsl/44YnloI8dAp6VWHfLHfiIL/f82b4a657e438ad98f8dadb6e1c89121/360_feedback_select_new_evaluator.png)

### Step 3: Evaluation

The employee must now complete a self assessment, give themself a rating on five key competencies and justify their response. Click __'Submit to next state'__ to send the form to the first peer evaluator.

![360 feedback self evaluation example](//images.ctfassets.net/6g4s9n00xmsl/iSmM9J4FnlPX2wIRn8c1K/ee7ae8f5a2f64315049e3b8e7dce793a/360_feedback_self_evaluation_example.png)

Each of the peers will now have to complete the evaluation form. They will also give a rating, justify their response and can add an optional comment. They also disclose at the end of the form if they are happy for their comments to be shared directly with the employee. The process happens in sequence, meaning that each peer will have to submit their evaluation before the next peer is notified. 

![360 feedback evaluator questionnaire](//images.ctfassets.net/6g4s9n00xmsl/5ePT2yqmxVEOwqXt4PzMhk/c5905837b30910d054982c19ee9f401d/360_feedback_evaluator_questionnaire.png)

Finally the manager will complete the evaluation form.

___NB: The questionnaire can be fully customized to capture the questions and rating scales in line with your requirements. Take a look at how account admins can edit app elements in PeopleGoal [here](https://www.peoplegoal.com/support/article/apps#edit).___

### Step 4: Feedback Summary

Once the evaluation is complete, all of the evaluation forms will be sent to the manager who will need to read through the feedback and write a summary for the employee.

![360 feedback manager overview](//images.ctfassets.net/6g4s9n00xmsl/7hKf5wgti2qdRs6H9JBV8A/c01293d20d49596f5fddac941b6b6776/360_feedback_manager_overview.png)

Click __'Save changes'__ to save your progress, and when you have finished and are ready to submit the feedback to the employee, click __'Submit to next state'__.

### Step 5: Feedback released to Employee

The final step in the process is to release the feedback profile to the employee.  As you can see, the employee will only see the average rating of each compentecy and the feedback summary written by the manager. We can also edit the process to release everything to the employee - __the choice is yours__.

![360 feedback summary employee](//images.ctfassets.net/6g4s9n00xmsl/2w9Z70s0mLGTeNUwnMj6RB/a3e6cfb31cdfd85f1071b95d425cfe21/360_feedback_summary_employee.png)

### Step 6: Track Progress

Finally, you can __create custom reports__ and analyze the app data from the 360 feedback process to draw the insights most needed for your business development. This can be accessed by navigating to the data tab. Below is a sample report which tracks feedback status, average scores per competency and a breakdown of scores by self/peer/manager. 

![360 feedback report](//images.ctfassets.net/6g4s9n00xmsl/7FyKhDcPiCwDVXGnYGzKLy/d72b851f1edeb776206a7762ab41489d/360_feedback_report.png)
___NB: This report can be customized to track the KPIs most relevant to your organization.___

## Next steps:

- Have a look at our article [How to Set Up 360° Feedback](https://www.peoplegoal.com/support/article/how-to-set-up-360-feedback) to gain a more in-depth understanding of how 360 evaluations can work in PeopleGoal.
- Need help setting up 360 feedback at your organization? [Book a demo](https://www.peoplegoal.com/book-a-demo) with one of our 360 experts.

360° feedback is one of the core pillars of continuous feedback. We explore the best way to gather peer feedback that is most conducive to development.


We show you how to conduct a 360° feedback cycle that will encourage growth and development, boost engagement and help build a culture of continuous feedback.

How to use 360° Feedback to Encourage Employee Growth

360 feedback encourage employee growth

360° feedback is a must-have for organizations looking to encourage growth and development, boost engagement and build a culture of continuous feedback.

How to Encourage Employee Growth with 360° Feedback

Performance planning is a great HR tool to inspire employees to improve.

## What is performance planning?

Performance planning is the first step to great performance management. It provides employees with a structured process to set and meet goals. A performance action plan is a __roadmap__ for your teams’ development. 

Goals and targets should be reviewed __continuously__. It helps an organization to understand if it has improved performance. 

It can also refer to [OKRs](https://www.peoplegoal.com/blog/objectives-key-results-are-okrs-really-the-panacea-for-goal-management) – objectives and key results, set for company-wide targets. Performance planning is used in any circumstance where individuals, departments or teams __collaborate__ to accomplish a result. 

![Performance planning definition](//images.ctfassets.net/6g4s9n00xmsl/5NyCdOQrc2xlOKSOFsQY6V/a3532d3cc8f1956e2834a8e863820a18/Performance_planning_definition.png)

---

## What are the objectives of performance planning? 

- Make targets realistic 

- Keep teams accountable for their goals 

- Set personal development plan

- Set company-wide development plan – what key results are teams working towards? 

- Clarify competencies required – and where learning and development can fill skill gaps 

--- 

## Tips for Great Performance planning 

### Check Ins 

Have a [one on one](https://www.peoplegoal.com/blog/one-on-one-discussion) to discuss an employee’s performance. An open-ended discussion helps pin-point areas for improvement.

Invite questions. Employees  should feel empowered to ask for assistance in specific areas. 

Different situations need different plans. Make sure your meeting is __evidence-based__ – cite specific instances of great performance or areas for improvement. Events help ground the discussion, which makes feedback clearer.

[Check-Ins](https://www.peoplegoal.com/blog/check-ins) provide an opportunity for informal feedback – both for employees and managers. [Ongoing feedback](https://www.shrm.org/hr-today/news/hr-news/pages/story3.aspx) is crucial to performance planning – remember that plans need to be reviewed and edited where relevant. 

![Ongoing feedback for performance planning](//images.ctfassets.net/6g4s9n00xmsl/52Cd4DlMni6ZFPPhRpnBqo/e6c4219e7d0ed02df327606e15806331/Ongoing_feedback_for_performance_planning.png)

### Quantify the areas for improvement

Key to improving performance is [measuring progress](https://www.peoplegoal.com/product/performance-management-software). HR need to put goals into __quantifiable__ terms. 

For instance, if your employee needs to raise their outbound sales, they should to know by how much, so set 10% as a target. 

[“Soft skills”](https://www.peoplegoal.com/blog/employee-self-evaluation-sample-answers-for-key-soft-skills) can also be measured. If an employee does not ask enough questions during a qualification call, set a target that they ask 10 questions each call. 

This makes behaviors – and the steps to improve them – __measurable__. 

### Make it timebound and achievable 

Give targets a __deadline__, and make sure that your employee is crystal clear on when this is.  

Break down the larger goals into __smaller goals__. In Harvard Business Review, Sabina Nawaz warns [against big goals](https://hbr.org/2020/01/to-achieve-big-goals-start-with-small-habits) that are unrealistic: ‘Falling short of a lofty goal creates a negative spiral of discouragement deterring future action’. 

If we want to motivate employees, we need to take a __micro perspective__ – what habits could be changed a little bit every day  -  to improve longer-term. 

__Tips for setting goals that stick:__

- Set meaningful goals that align with your values 

- Create a daily routine that fits around your goal – e.g. ‘I will let emails wait till after 12pm as I work best on my creative project in the morning’ 

- Word goals specifically – e.g. rather than ‘I will complete tasks more quickly’, instead ‘I will use time-blocking to carefully manage my time next week’ 

- Timebound- we work best towards goals when there is an end in sight! 

![Smart Goals for Performance Planning](//images.ctfassets.net/6g4s9n00xmsl/4KuRUf2aVYr9qFlqkpOPwK/ca983e9a7472fad418c95202b4c6c5db/Smart_Goals_for_Performance_Planning.png)

---

### Ask what assistance the organization can provide 

You may need to provide extra training and [learning to employees](https://www.peoplegoal.com/blog/how-to-kick-off-a-learning-and-development-plan-in-your-company). Employees may lack resources. 

Communicate your performance planning strategy to all levels of the company – and ensure managerial and executive buy-in. This means you're more likely to have a budget to meet [employee development](https://www.peoplegoal.com/resources/webcasts/employee-development) needs.

### Be Transparent 

Being honest with your employees is vital. How will working in line with a [career development plan](https://www.peoplegoal.com/blog/employee-performance-improvement-plan-tips) be recognized? What will happen if the plan's standards aren't met? 

Is there a possibility for promotion? Is a termination of employment on the cards? 

Be careful to only bring termination up where there is a clear risk this will happen. Remember this can cause __significant stress__, and employees may lose confidence. 

Transparency also involves honest, open feedback. Make sure conversations are empathetic wherever possible.  

---

### Engage in conversation about what the employee seeks in their career 

[Personal improvement plans (PIPs)](https://www.peoplegoal.com/blog/employee-performance-improvement-plan-tips) should provide a chance for employees to reflect on what they really value in their career. 

Here are some questions to help the employee reflect on [what motivates them](https://www.theladders.com/career-advice/how-to-find-what-motivates-you-with-a-few-simple-questions):

- Are there any skills you have always wanted to develop? 

- Do any of our learning and development programs interest you? 

- What makes you get up for work every morning? 

- Where do you want to be in five years time? 

- Why did you go into this industry? 

- What values do you live and work by? 

![Self reflection for Performance Planning](//images.ctfassets.net/6g4s9n00xmsl/39I41nOEKYn2dHABioN039/7c2464b05e2a85d23c4c349f4c554b5d/Self_reflection_for_Performance_Planning.png)

---

### Provide regular 360 feedback 

[360° feedback](https://www.peoplegoal.com/guides/360-feedback-the-essential-guide) is a process of feedback where the employee is rated by members of their organization, across all levels of seniority. 

The goal is to get a __well-rounded perspective__ on performance. 

__Benefits of 360 Feedback__ 

- Outcomes more likely to benefit all company levels – as all have a say 

- Manager feedback can aid [development plans](https://www.peoplegoal.com/blog/effective-employee-development-plans) 

- More touch-points accounted for – e.g. peer reviews help with insights on teamwork 

- [Self-assessment](https://www.peoplegoal.com/blog/10-annual-performance-review-employee-self-evaluation-examples) means self-reflection – crucial to investment in personal development plan 

---

## Steps of performance planning and review 

### 1) HR Team briefing for performance planning 

- Are there any [skill gaps](https://www.peoplegoal.com/glossary/skills-gap)? 

- Review OKRs  - and the values attached to them

- HR contacts the employee before the Performance Planning session and invites them to write a rough self-assessment and overall goal.  

- Review previous performance reviews. Look over employee’s job specification and any competencies 

### 2) Initial session  

- Discuss key areas for improvement and create techniques for success. Set a __deadline__ to enact a goal – for example, ‘Over the course of next week, I will share my project at regular intervals through Google Docs to ensure team members can offer comments’. 

-  Make sure goal setting is realistic, as celebrating small wins boosts motivation. 

- Set [SMART objectives](https://www.peoplegoal.com/blog/how-to-set-smart-goals-for-work-examples-and-tips) (Specific, Measurable, Achievable, Realistic and Timely) 

- Create a __performance planning review form__ that allows them to reflect on the experience – so HR can improve its processes!  

### 3) Follow up check-in  

- Review how the employee performed that week/month/ 3 months in relation to their performance plan. 

- Employee should speak for most of the meeting – HR invites/asks questions

- Allow employee to reflect on the process – what techniques worked, and what didn’t - ensure that you note all of this information down (e.g. through [software](https://www.peoplegoal.com/blog/nine-features-an-employee-performance-review-software-must-have)) 

- Review SMART targets or SWOT analysis – is anything no longer relevant, require editing? 

- [Recognize](https://www.peoplegoal.com/blog/employee-recognition-examples-from-peoplegoal) accomplishments!  

### 4) Repeat the cycle

Performance planning is an ongoing process if you want employees to develop their skills. 

![Stages of Performance planning](//images.ctfassets.net/6g4s9n00xmsl/7uPI0da3Wai2EGEFLhN3yi/88bae6c76189808f00ba2ee7cb6e3f2a/Stages_of_Performance_planning.png)

---

## How to use create a team improvement plan 

Performance planning is not only about how we motivate ourselves. It can also be beneficial for __teams__. 

Team development plans can help foster __common purpose__. 

__Some guiding principles for team performance plans: __

- How can teams make use of technology to communicate more effectively, e.g. through Slack or Microsoft Teams? 

- What are team-members __individual skills__ –  how can they optimize task-setting with this in mind? 

- Invite [team members](https://www.peoplegoal.com/blog/the-difference-between-teamwork-and-team-building) to be honest (not self-deprecating) about their strengths and weaknesses 

- Are there any skills gaps within the team? 

- Discuss areas of success or failure – and set SMART goals in line with this 

- Are there any important team projects upcoming? How can SMART targets be applied to these? 

- Conduct a SWOT Analysis (Strengths, Weaknesses, Opportunities, Threats). Opportunities and Threats help to make performance planning future-oriented.

-   Are there any challenges that will be faced in the coming year?  What __opportunities__ are there to tackle these issues? 

## Performance planning and reviews – how to integrate them 

Many employees find [performance reviews](https://www.peoplegoal.com/guides/performance-reviews) demotivating. The benefit of a Performance Improvement Plan or development plan is that it inspires employees to __think positively__ about reviews. 

Following a formal performance review, schedule a one on one in which to create a performance development plan. This is a chance for employees to vocalize their response to reviews, and for HR to receive informal feedback on the process. 

Developing a plan requires a __shared effort__ between HR or managers and employees – employees should have equal input. 

Inspire a positive attitude by showing that improvement is possible, with the 
correct action. 

## How performance planning supports remote workers 

It’s no secret that since the pandemic, performance reviews have looked very unappealing.  Google suspended performance reviews for 2020, along with many other major companies. According to Gallup, a meager 14% of employees said they ‘strongly agree’ that [performance reviews motivate them](https://www.gallup.com/workplace/249332/harm-good-truth-performance-reviews.aspx). 

As we adapt to working from home, evaluation is at the back of our minds. However, feedback can support us through this time. 

Any feedback for newly remote workers must be [constructive](https://www.peoplegoal.com/blog/6-principles-of-constructive-feedback). This is where performance planning really comes into its own – reminding employees that feedback can help us develop our skills. It offers them the __tools to act__ on  reviews – the ability to __build on feedback__ is what makes it constructive. 

__Top Tips for Performance Plans for Remote Teams__

- Create a strategy for managing caring responsibilities – e.g. consider flexible working hours 

- Ensure they have the resources they need for WFH

- Encourage productive habits by setting regular, achievable goals 

- Advise on maintaining work-life balance 

- Design a personal development plan based upon the move to remote work 

- Use a [SWOT analysis](https://www.businessnewsdaily.com/4245-swot-analysis.html#:~:text=A%20SWOT%20analysis%20is%20a,in%20making%20a%20business%20decision.) – there are certainly ‘weaknesses’ and ‘threats’ from remote work!

-   ... But what might be its __strengths__ and __opportunities__ – it's important to nurture a [positive outlook](https://www.peoplegoal.com/blog/positive-psychology-for-coaching).

![Feedback for remote workers during performance planning](//images.ctfassets.net/6g4s9n00xmsl/7ut2QixnyZiDQ2p6MlB4hM/15102cbd04ea5d2d0550b908ab213dd2/Feedback_for_remote_workers_performance_planning.png)

---

## Performance planning – the first steps to improve employees  

Performance planning isn’t a one-and-done. We face challenges that compromise our performance – and new habits help us build our skills. HR can check the temperature among staff regularly – so it can create a strategy for __improving employees__ and __recognizing attainment__.  

This requires gathering a lot of information, on a regular basis. PeopleGoal can help you automate the review process, set reminders for one-on-ones and record targets set. Why not [book a demo](https://www.peoplegoal.com/book-a-demo) today to start planning for high performance? 


Performance planning sets goals so that employees and teams build on their skills. Create a plan to make 2020 your company’s year of development. 

Tips for Effective Performance Planning in 2020

Performance Planning for 2020

Find out how HR uses performance planning to improve employees


Feedback surveys are a great way to benchmark progress and help employees set personal development goals. We explore 5 types of feedback survey to help you create reliable, informative feedback which inspires a growth mindset. 

## Providing feedback to remote teams through feedback surveys

Many companies have suspended performance reviews due to the pandemic. Google has [suspended its employee reviews](https://www.theinformation.com/articles/google-suspends-employee-reviews-as-virus-disrupts-operations). However, employees require guidance about how to adapt to remote work. It seems almost paradoxical – remote teams do not *want* feedback just at the time when feedback is most *needed*!  

Remote work is an opportunity to change our approach to feedback. Rather than being a dreaded date on the company calendar, feedback helps us pinpoint areas for improvement. A __feedback survey__ can be a great way to do this. [Software](https://www.peoplegoal.com/solutions/performance) enables HR to include all company levels to contrubute – so that growing together becomes part of your company culture. 

---

## What are the different types of feedback? 

![3 Types of Feedback for Great Feedback Surveys](//images.ctfassets.net/6g4s9n00xmsl/2fs2hcWB9kJLQhkgyz9PZX/6b6bc54531c1bf9be0e109812ed39f7a/3_Types_of_Feedback_for_Great_Feedback_Surveys.png)

According to the website [Corporate Communications Experts](https://corporatecommunicationexperts.com.au/three-types-of-feedback/#:~:text=According%20to%20Stone%20and%20Heen,feedback%20know%20where%20they%20stand), the 3 types of feedback are: 

__1. Evaluation feedback__

__2. Appreciation feedback__

__3. Coaching feedback__  

Think about how you can apply these three for different scenarios.

### 1) Evaluation feedback 

Evaluative feedback lets your employee know what level you think they are working at. 

A rating benchmarks employee performance. They are clear, and establish a position of openness. An evaluation works best if it is placed in context. Offering a written evaluation helps the employee make sense of the decision.  

According to a FastCompany study, [62% of millennials](https://www.fastcompany.com/3052988/heres-what-millennials-want-from-their-performance-reviews) felt ‘blindsided’ by performance reviews. Numerical ratings can seem to come out of nowhere! 

To avoid this, evidence your rating with examples, for instance, ‘When you worked on this project, you worked excellently. However, when you worked on a collaborative project last week, you were less focused.’ This helps contextualize ratings for clearer appraisals.

### 2) Appreciation / Positive Feedback  

The truth is, positive feedback makes us all feel good! And appreciative feedback has a positive impact on performance. According to a [study by IBM](https://www.ibm.com/ibm/responsibility/2015/at_a_glance/awards_and_recognition.html), employees who receive [recognition](https://www.peoplegoal.com/blog/employee-recognition-examples-from-peoplegoal) for their work were three times more engaged than those who did not. 

Communicate positive feedback directly. Make it __specific__, for example, ‘Your research into this area of the project was essential’. 

[Violet Dhu](https://corporatecommunicationexperts.com.au/three-types-of-feedback/#:~:text=According%20to%20Stone%20and%20Heen,feedback%20know%20where%20they%20stand.) recommends aligning feedback to that individual’s values, as this makes it more personal. Reflect on any [personal development](https://www.peoplegoal.com/glossary/personal-development) goals.

### 3) Coaching Feedback 

A [coaching management style](https://www.peoplegoal.com/blog/how-to-adapt-your-management-style-for-motivated-remote-teams) improves employees - especially remote workers. As employees encounter challenges, it’s important for managers to be __constructive__ and help __find solutions__. Coaching managers are  actively involved in their employees’ development- whether through frequent [one-on-ones](https://www.peoplegoal.com/blog/one-on-one-meeting-templates) or helping them set [SMART targets](https://www.peoplegoal.com/blog/smart-goals-in-nursing-examples). 

Managers create a strategy with employees. This works best through frequent check-ins, as managers are ‘part of the process’, not solely interested in the end results. 

---

## 5 Types of Feedback Survey 

![5 Types of Feedback Survey](//images.ctfassets.net/6g4s9n00xmsl/4XwklEYuiJKhcDLEZUQivY/464f053accf462bd809cc1caba9a8331/5_Types_of_Feedback_Survey.png)

### 1) 360 Feedback 

[360 Feedback](https://www.peoplegoal.com/guides/360-feedback-the-essential-guide) makes feedback more __comprehensive__. Employees from all levels of an organization provide feedback on an individual’s performance, including subordinates, peers, managers and senior leaders. 

Often feedback can feel __hierarchical__ – a judgement from above. 360 Feedback challenges this by including __subordinates and peers__.  Employees improve for the benefit of the whole company - by developing their management or collaborative skills. 

Working relationships between employees is responsive – as employees  hold one another accountable. A healthy work environment encourages employees to be aware of each other’s development. 

360 Feedback is great for [remote work](https://www.peoplegoal.com/guides/remote-work). It provides a nuanced picture of employee performance. With staff working from home, you sometimes get an incomplete view of performance. The perspective of a whole host of people from your organization means you are more likely to pinpoint areas for improvement.

__Benefits of 360 Feedback:__  

- Gives employees from all levels a voice 

- Inspires improvement in teamwork and management 

- Encourages a culture of accountability and open communication 

- More reliable review system 

### 2) Team evaluations 

During the pandemic, teamwork is a crucial skill. Remote work is isolating, and great communication boosts morale. Moreover, [collaboration](https://www.peoplegoal.com/guides/remote-work) is crucial to complex projects. Make sure you evaluate your teams, as well as individuals. If your sales team consistently performs excellently, recognize this.  

[Team evaluations](https://smallbusiness.chron.com/challenges-team-performance-evaluations-67258.html) affirm that skills such as co-operation are valued. Too often, employees can focus overmuch on personal accomplishments – when business success is always a shared effort.  

Consider scoring teams on: 

- Ability to work together 

- Communication 

- Conflict management

- Organizational skills and co-ordination 

- Quality of collaborative projects 

![Team Evaluations for Feedback Surveys](//images.ctfassets.net/6g4s9n00xmsl/48HPVDuROHto1nCDax7XS6/c180419d1e36ba5271b91780af065e87/Team_Evaluations_for_Feedback_Surveys.png)

### 3) Goals Focused evaluation 

This takes an evidence-based approach to performance evaluation. Some employees measure themselves against personal development goals or [SMART targets](https://www.peoplegoal.com/guides/smart-goals). Feedback can look at tasks set to each individual employee and whether they performed in those tasks. 

You can also align feedback with company-wide [Objectives and Key Results](https://www.peoplegoal.com/blog/objectives-and-key-results-set-remote-teams-up-for-success). However, often targets are so broad (e.g. increase sales by 20%) that it is difficult to measure an individual’s performance against this. 

Reviewing tasks set can be a great way to evaluate employee performance in a more tangible way. [DIY Committee Guide](https://www.diycommitteeguide.org/code/principle/monitoring-progress-and-evaluating-results) highlights that “Evaluation is an assessment or judgement made by comparing what *actually happened* with what was *intended*”. By looking at an individual’s projects, you measure goals against results. 

However, this feedback system is subjective. One individual might see their work as excellent, another may see errors. 360 Feedback addresses this – by offering a __range of perspectives__. 

### 4) Competency assessment 

According to [Cheryl Lasse](https://www.td.org/insights/what-is-a-competency-assessment) at The Association for Talent Development, competency measures ‘*how* (behaviors) somebody does the *what* (task or skill). Competency assessments are crucial for highlighting skills gaps in a company. 

So how to [measure competency](https://elearningindustry.com/top-6-ways-assess-employee-skills-and-competencies)?  Analyze how an employee performed on a task. What behaviors did they exhibit – did they work well with their team, did they prefer to work independently? 

__Starting with behaviors__  gives a sense of the whole employee, rather than a results-driven perspective. Did these behaviors set the employee up for success?

[Self-assessments](https://www.peoplegoal.com/blog/10-annual-performance-review-employee-self-evaluation-examples) can evaluate competencies. Encourage employees to be honest about their working behaviors. Cheryl Lasse reccommends using findings to implement a career development plan – so that competency assessment is __constructive__.  

__Key Features of Successful Competency Feedback Surveys : __

- Encourage a growth mindset 

- Link task results to specific behaviors 

- Include self-assessment on online survey

- Highlight skills gaps 

- Consider a range of skills and positive behaviors 

To include competencies in a feedback survey, [try using software](https://www.peoplegoal.com/blog/how-hr-software-creates-positive-employee-experience). This streamlines the process of feedback surveys.

### 5) Rating scales 

[Performance review ratings](https://www.peoplegoal.com/blog/performance-review-ratings-are-they-necessary) are a tried-and-tested feedback survey method. But they are often off-putting for employees.

Rating scales are useful however, if used correctly. Using Likert scales, you can assess employees according to a range of parameters. Likerts assess probability, agreement, frequency and likelihood, as well as quality. The usual ‘Unsatisfactory’ to ‘Exceptional’ doesn’t have to hold employees back. 

A range of measurements means managers assess staff from different angles, and so are less likely to fall prey to [unconscious bias](https://www.peoplegoal.com/glossary/unconscious-bias).  

Here are a few questions on [Likert scales](https://www.sciencedirect.com/topics/psychology/likert-scale) that HR might consider for feedback surveys: 

- *‘This individual works effectively with their teammates’* (Rank from Never to Always) 

- *‘I expect this employee to complete tasks in a timely manner’* (Rank from Highly Unlikely to Very Likely) 

- *‘This employee has shown progress in the past 6 months’* (Rank from Strongly Disagree to Strongly Agree) 

Rating scales help you provide valuable feedback to your teams.

---

## Design a feedback survey that works for your teams

The best surveys cherry pick from the types of questions above. A Likert scale works for more concrete areas of performance, such as punctuality. A team evaluation helps recognize a completed project. Cast the net wide - you'll be more likely to get __reliable__ insights into your employees' performance.

PeopleGoal's survey templates and [reviews app](https://www.peoplegoal.com/app-store/template/reviews) allow you to customize to your company's unique culture. To find out more, [book a demo](https://www.peoplegoal.com/book-a-demo) with us today.

We all need feedback, and with remote-work this has never been more true. We explore 5 types of feedback survey to keep your teams motivated and on track.

We all need feedback - and with remote-work, this has never been more true. We explore 5 types of feedback survey to keep your teams motivated and on track.

5 Best Feedback Surveys to Boost Performance

We explore 5 types of feedback survey to keep your remote employees motivated and on track

5 Types of Feedback Survey for Motivated Remote Teams

Find out how to design a survey for clear and informative feedback on performance

360 reviews have become a popular part of the continuous performance management cycle because they allow us to __assess a broader picture of our behavior and skills__. These can be consequently discussed in our regular employee-manager meetings. We all have blindspots in our work life that impact our professional development. 360 reviews that are __focused on personal performance improvement__, not performance outcomes, can be an incredibly valuable tool for encouraging new perspectives and __developing skills__ in a long term.

___

## What is a 360 review?

A 360 review (also often called [360 degree feedback](https://www.peoplegoal.com/glossary/360-feedback) asks for individual assessments across many different work relationships. 360 reviews provide an insightful, broad-picture assessment of an individual's behavior from multiple touchpoints. While most organizations are familiar with annual employee performance appraisals, __a 360 review is not a performance review__! 

360 reviews are personal and help employees to develop their business and interpersonal skills, and shouldn't focus on the delivery of targets and outcomes. Everybody can improve no matter what level they're at. 360 reviews are therefore useful for everyone from the CEO to middle management to entry level employees.

___

## Who participates in a 360 review?

There is no set formula for who should participate, but always keep in mind that the 360 review is about the individual. You want to gather 360 evaluations from __participants at multiple levels__ in the employee's working life. Also be aware that you want enough participants to give a broad performance feedback picture for the individual, but not too many that you overwhelm everyone with the number of feedback reports they need to write. Generally __4-7 reviewers per employee__ works well, and these should include:

- Supervisors (project-based or dotted line managers)
- Colleagues
- Subordinates
- Senior leaders
- Clients and external suppliers (if relevant to the employee's role)

![360 Review Participants](//images.ctfassets.net/6g4s9n00xmsl/5ZeTrwwm19yAv5H6TwEzsT/79446e7caab8810456232302c7b82a02/360_Review_Participants_PeopleGoal.png)

___

## Why are 360 reviews useful?

Flatter organizational structures can see managers and team leads supervising upwards of 20 individuals at a time, and that can create difficulties in assessment when you're relying on just a direct manager's feedback.

360 reviews provide a more __rounded view of an employee's behaviors and contributions__. Meeting one's targets is important. However, if they get there by undermining fellow employees and causing stress for others, both they and their manager need to be aware of that and implement steps to improve their interpersonal skills.

Your colleagues can also have areas of skills and expertise you're not aware of, and can provide really useful suggestions for your own professional development that are as important as a direct manager's plan.

____

## How does the 360 review process work?

- Administrators create a set of review questions to assess skills, competencies and development areas for all employees.
- Employees (in consultation with their line manager) nominate participants to provide feedback.
- Managers receive and collate all feedback.
- Managers deliver summary feedback to the employee and develop an action plan together.
- Development and progress from the last 360 review cycle is discussed.

___

## Questions to include in a 360 review

360 review questions should focus on __skills development, interpersonal relationships and an individual's demonstration of competencies and company values__. Keep your questions short, simple and focused on one core area at a time. Make sure that your 360 review doesn't take participants longer than 15-20 minutes to complete. Otherwise you will have people losing interest in the process, especially over multiple review cycles.

Some of the skills you can assess are:

- Teamwork
- Communication
- Organizational values
- Problem solving
- Leadership

You can also grab a few of our [general feedback questions](https://www.peoplegoal.com/blog/what-feedback-questions-to-ask) that will help you to design a 360 review form across a few different business areas.

---

## Tips when creating 360 reviews

- __Keep it short__ (no long-form surveys).
- Consider __start, stop and continue feedback__. Ask reviewers to identify what an employee should start doing (where they can improve), what they should stop doing (critical areas hindering their work) and what they should continue doing (what's going well).
- __Train and coach__ individuals to give and receive [constructive feedback](https://www.peoplegoal.com/blog/constructive-feedback) well. People can be reluctant to participate when they've never done a 360 review before and don't have the right tools to help them. Some resources to help you with training include:

👉 [Examples of positive feedback for colleagues](https://www.peoplegoal.com/blog/positive-feedback-for-colleagues-examples-and-tips)

👉 [How to ask for feedback for yourself](https://www.peoplegoal.com/blog/how-to-ask-for-feedback)

👉 [How to give feedback to a supervisor](https://www.peoplegoal.com/blog/how-to-give-manager-feedback-5-examples)

👉 [Tips for Giving Constructive Feedback](https://www.peoplegoal.com/blog/6-principles-of-constructive-feedback)

- Take the time to properly explain __why you're running a 360 review__, what the outcomes will be and what levels of confidentiality are enforced.
- Always follow up with __face to face meetings__. Receiving critical feedback can be tough, and it's a manager's job to summarize key themes and deliver these in an empathetic and encouraging way.
- __Don't feed 360 reviews in to compensation and bonus plans__. Doing so almost guarantees you'll stop getting honest feedback when people are aware that their bonus is on the line.
- Get __senior leadership buy-in__ to the 360 review process. When leadership is modelling the behavior they want to see in the organization, it's 10 times easier to get employees to understand the importance and benefits of 360 reviews.

---

When properly constructed you can deliver a great 360 review process that really helps individuals to develop their professional skills. Always remember that the feedback loop is continuous, and you can improve on every feedback cycle. If you'd like to learn more about the history of [360 degree feedback](https://www.peoplegoal.com/product/360-degree-feedback-software) and why it has such a big impact on organizations, check out our [Essential Guide](https://www.peoplegoal.com/guides/360-feedback-the-essential-guide).

A great 360 review encourages employees to develop their professional and interpersonal skills and highlights the blindspots we all miss in our own behavior.

How to Deliver a Successful 360 Review

360 Review

## The 360 Review Process

- __Administrators__ create a set of review questions to assess skills, competencies and development.
- __Employees__ nominate evaluators to provide feedback.
- __Managers__ approve evaluators, receive and collate all feedback.
- __Managers__ deliver summary feedback employees and develop an action plan.

People __dread receiving and [giving feedback](https://www.peoplegoal.com/faqs/how-do-i-give-employee-feedback)__, however there is no doubt that including feedback as part of your work process will fundamentally improve the way your employees work. Therefore, it is vital your __employees are in a position, where they can comfortably ask for feedback__, so as to develop a good organizational culture of performance improvement.

__There are a couple of ways you can ask for feedback that will help you improve:__

![How to ask for feedback](//images.ctfassets.net/6g4s9n00xmsl/HojF1ms1afHwW4JUMLmsk/a3f97df7350831f7bd288ca01140a55a/How_to_ask_for_feedback.png)
____
## Honest feedback 
Be direct that you are looking for honest feedback, no matter how brutal it may be, but [keep it constructive](https://www.peoplegoal.com/blog/6-principles-of-constructive-feedback) and choose the words carefully depending on the personality of your employee. What is the best approach to communicate the feedback? This way you can get the most out of the conversation.
____
## Note taking
Take notes on everything that is said, offer silence as a response to garner further information. The notes that you take during the meeting can then be referred to in the future when taking on new tasks etc.
Look towards the future: You need to ask the questions on how you can improve in the future rather than focusing on what you did wrong in the past. This also proves to be more effective in ascertaining honest opinions that will be highly valuable.
____
## Listen 
Try to avoid making a judgement on the feedback you are being given, you are looking to attain as much information as possible. If you react negatively it may damage the authenticity and further usefulness of the feedback. Make sure you listen to your employees and try to [see things from their perspective](https://www.peoplegoal.com/blog/emotional-intelligence-in-the-workplace).
____
## Dig deep
Take the opportunity to push their answers, ask multiple times in different ways to give more opportunities for honest feedback.
____
Furthermore, in order to really develop your performance within a company, you need to receive feedback often. Therefore, its vital to turn it into a habit rather a dread. Take time, on a regular basis to have one-on-one conversations with colleagues about issues, challenges, opportunities and strategy. We would advise a to do this once weekly or once every two weeks at the least. This way you can improve the way you work, improve the employee-manager relationships, develop your employee engagement levels.

Asking for feedback is challenging at least. Is there a way how to ask for feedback? Find out about ways to make your workforce comfortable asking how to improve.

Asking for feedback is challenging. Is there a way how to ask for feedback? Find out about ways to make your workforce comfortable asking how to improve.

How to Ask for Feedback That Will Help You Improve

two ladies having a conversation in an office in an one to one meeting

how to ask for feedback

For many of us giving good, [constructive feedback](https://www.peoplegoal.com/blog/6-principles-of-constructive-feedback) is a challenge. Even when we nail what we need to say, we still have to worry about how the feedback will be delivered and received by the recipient. And while giving feedback to a colleague might seem difficult enough (you can find [some examples on how to do that here](https://www.peoplegoal.com/blog/positive-feedback-for-colleagues-examples-and-tips)), the thought of giving manager feedback might be downright daunting.

While you may be more used to receiving feedback from your manager than providing it, there are many benefits to learning how to give timely feedback. With that in mind, here’s some reasons why you should be giving your manager feedback and some tips to keep in mind followed by 5 examples of manager feedback you can use to start drafting your own today.

👉 Click [here](https://www.peoplegoal.com/request-a-consultation) to book a __FREE__ feedback coaching session
___

## Why provide feedback for manager?

Your working relationship with your manager is highly indicative of how you feel about your job and the organization as a whole. Like all relationships, an open line of communication is crucial and should be a two-way street. Just as your manager has expectations for you in your role, it is only fair that you have certain expectations as an employee and feedback helps to reinforce what’s going well and work on what is not. You might be also asked to provide a manager feedback in a official company-wide feedback survey. Think about the justification for giving manager feedback on these terms:

> *Things are going well with your role as well as your relationship with your manager.*

Giving positive feedback in this situation will remind your manager that you appreciate what they do and that you’d like them to continue doing what works well for you. Positive affirmation can build relationships up and even make sure we are front of mind when new opportunities arise.

> *Things are not going well with your role or your working relationship with your manager.*

Your manager can’t help fix problems they are unaware of, so bringing issues to their attention is the first step to resolution. [Constructive feedback](https://www.peoplegoal.com/blog/constructive-feedback) can provide structure to how we improve our relationships, and if the relationship is not salvageable it provides a clear history of our side of the story. If there is anything that causes you problems to work with your manager you should be able to discuss it with your manager, if not face to face then in a feedback survey.

![Manager Feedback - why provide manager feedback](//images.ctfassets.net/6g4s9n00xmsl/1COV0mOXvhidkig0SVZ9zv/70bd5ae5aa7d1808e9df30a4a04911bb/Manager_Feedback_-_why_provide_manager_feedback.png)
____

## What to keep in mind

Like all types of feedback, there are a couple of things you should consider when offering advice to your manager. Thinking through these items will help make sure your feedback is constructive and well received:

- Remove emotion from the equation
- Back it up with facts and data
- Consider how you would respond to the tone
- Be direct and precise
- Be open to communication about the feedback
- Avoid accusatory language
- Identify a fix, not just a complaint

![Manager Feedback - tips for giving feedback](//images.ctfassets.net/6g4s9n00xmsl/6Q2DPWHom7YuY5g6RcTzK3/a20fded434cdde46dcb6a04b1c617775/Manager_Feedback_-_tips_for_giving_feedback.png)

_____

## 5 examples of manager feedback

Are you still wondering how to give [360 feedback](https://www.peoplegoal.com/guides/360-feedback-the-essential-guide) to your boss? These manager feedback examples will help you find the right words for the right situation; 

### 1. If a manager goes the extra mile:

> Last week when I asked you for help on the big sales pitch, I was really struggling to keep up with the edits. I should have asked sooner, but I felt that I would have time. I can’t thank you enough for jumping in with the proofreading and industry research. I think the presentation will really hook them and hopefully we will get the deal. Thanks so much for making it a priority.

![Manager Feedback - example 1](//images.ctfassets.net/6g4s9n00xmsl/tRpm4KgPcX7DLHvDbgjZN/a029aa861b041946779a86a2f4c3ecc0/Manager_Feedback_-_example_1.png)

### 2. When a manager is not supporting you as you would like:

> I know that the end-of-the-year required reporting is taking up a lot of your time, but I miss our regular check-ins throughout the month. I think that I have made real progress on my coursework and I’m ready to be considering for projects as soon as this month. I feel that I can even help with reporting tasks with a little bit of guidance, but would like to meet more regularly to discuss the opportunity with you.

![Manager Feedback - example 2](//images.ctfassets.net/6g4s9n00xmsl/4cXaXsoDWAyo15y0XPyuOG/dbff3761a2855c23c331f1ec87813e48/Manager_Feedback_-_example_2.png)

### 3. When a manager has your back:

> I really want to thank you for going up to bat for me to get the Johnson account! I know that there are some concerns over my lack of experience with that portion of the market, but I really think I bring myself up to speed quickly and handle the workload. I can assure you that you won’t be disappointed with my efforts. Thanks again!

![Manager Feedback - example 3](//images.ctfassets.net/6g4s9n00xmsl/1hXuBVxwDXCi1aAO1MTAby/d8dec8795c362d033d1176a78e8fa3fa/Manager_Feedback_-_example_3.png)

### 4. When an assignment exceeds your capacity:

> I have given some more thought to the suggested sales targets presented last quarter and I feel that taking on that volume of work would be detrimental to my performance overall. Currently I am allocated 20-25 hours per week to support existing customers and 10-15 hours per week on new client acquisition and 5-10 hours per week on internal projects. The amount of time required to reach the targets would impact my other projects negatively. I am open to readjusting this work load or adjust the targets.

![Manager Feedback - example 4](//images.ctfassets.net/6g4s9n00xmsl/2bk3ITwxrqKslQXphEm5a6/0420330409fc4d904cc0736b73d012d5/Manager_Feedback_-_example_4.png)

### 5. When we don’t feel we have enough direction to thrive:

> I’m really happy with the frequency of our touch bases and I think they are useful. But I would like to ask for more feedback on my current projects to make sure that I am doing everything asked of me. Currently I have great feedback from the client side, but it seems like the expectations internally are on a moving scale. I think that we can review the overall objectives of the projects together so that we can make more concrete success criteria. If you have any areas that need improvement or can benchmark them to other team member projects, it would be very useful.

![Manager Feedback - example 5](//images.ctfassets.net/6g4s9n00xmsl/6JGCMtbdnulKhc7268466j/fa753fb97d00e49d40c4725876acc286/Manager_Feedback_-_example_5.png)

It’s important for all of us to remember that __the point of feedback__ is not to be patronizing or point out flaws; the point is to __identify areas for growth__ and __celebrate what’s working well__. When we keep this in mind and give good manager feedback, we improve the work life of everyone around us. Similarly, it can be beneficial to provide [feedback to your colleagues](https://www.peoplegoal.com/blog/positive-feedback-for-colleagues-examples-and-tips) in order to improve team performance, especially if it is positive.

360 feedback makes the world go round; and that means we should all be giving feedback - even to our managers. Here's 5 examples of manager feedback done right.

360 feedback makes the world go round; and that means we should all be giving feedback, even to our managers. Here's 5 examples of manager feedback done right.

How to Give Manager Feedback: 5 Examples

manager feedback

360 feedback makes the world go round; and that means we should all be giving feedback - even to our managers. Here's 5 examples of manager feedback done right

Discussing poor performance with an employee it’s a conversation we all dread, but as a manager or HR professional it’s one we all have to face eventually. We have put together 10 tips on how to discuss poor performance with an employee. There are a number of reasons why having “the talk” is difficult. Most people prefer to avoid confrontation, and naturally it’d be preferred if all employees were always fully engaged and productive, but as difficult as talking with an employee about poor performance is, it’s also a learning opportunity.

From an organisational perspective, we can view the situation through the lens of an employee to understand if there are any failings on the side of the employer. While what we find likely doesn’t excuse individual performance problems, it can set up to handle these situations more easily. Some questions that might arise from a review of organisational procedure include:

- Are expectations and role duties explicitly clear?
- Are measures of performance fair and made known to employees?
- Do we have a formal system of documenting and notifying employees of performance problems?
- Is there policy surrounding performance improvement plans and their use available to managers?

Even from an individual perspective, when we find that poor performance is a result of an employee knowingly underperforming, we have an opportunity to learn and hone our interpersonal skills. Performance issues can stem from a variety of problems and it’s possible to listen and be empathic while still being direct and productive in our conversation. <call out quote> If the purpose of the talk is to improve performance and not just criticise, then we need to enter the conservation open minded and solution oriented, not confrontational and questioning.

To that end, here are 10 things to consider as you prepare for a talk about poor performance to get the most of the conversation:

  ![10 tips on how to discuss poor performance with an employee](//images.ctfassets.net/6g4s9n00xmsl/1XWoVwnfxXLW8dvWgjE0iI/2db20627cc017d8e2e8402d6a49a8035/10_tips_on_how_to_discuss_poor_performance_with_an_employee.png)

## 1. Create a safe space

We can make an already uncomfortable situation worse by making an employee feel like they are being cornered or attacked. At a minimum, we want the conversation to take place in private and in area free from distractions. We also need to create a tone for the talk that demonstrates that we want to be partners in their success.

## 2. Don’t put it off

It’s unlikely that poor performance will fit itself, and if there are simple, quick wins to spur productivity, it’s well worth it discover them as soon as possible. More often than not, employees with poor performance are aware on some level and so dragging our the process only gives time to dread the talk more.

## 3. Recognise the problem, research the problem 

Just because we want to enter the conversation with an open mind, doesn’t mean we shouldn’t do some investigation beforehand. It’s important to know and be able to clearly communicate the impact of the issues, how it relates to other team members and organisational objectives and have data to back it up. Doing so help us avoid absolutes during the conversation, establish and agree that there is a problem early on, and then spend the bulk of our time trying to find solutions.

## 4. Document and make clear what is happening

When we’re having a difficult conversation we may unknowingly use distancing language and attempt to beat around the bush a bit. But getting to the bottom of the problem requires being direct and clear. We can maintain a positive tone and approach while still outlining exactly why we are talking and what needs to be done to remedy the situation. We should also mention that such a conversation will be documented and follow-up by doing so.

## 5. Don’t ask why, find out why

Like a psychiatrist throwing out “how does that make you feel?” it’s time to remove “Why aren’t you performing well?” from our list of questions. Especially as our opener. Consider the possible ways such a question can be received; there are few responses that won’t be defensive and best we will get surface level information before we’ve shut down the lines of communication. What we really want is to draw the employee out and understand the underlying, and this is done by asking questions that

## 6. Set/Re-Set Expectations

We’d all probably prefer is the outcome of a poor performance talk was simply that expectations weren’t clear and some clarification solved everything. But even if our conversation doesn’t go that way, we can still use the opportunity to make sure that role expectations make sense. You might trying asking the employee to describe expectations in their own words and include the largest roadblocks in their opinion for a person in their position to accomplishing them. Although performance is still the main topic even if we find expectations need some adjustments, getting on common ground with what is being requested of employees is the first step to improvement.

## 7. Focus on effort and intent

Although results are our yardstick via which we may measure our results, it’s important to address how much effort and the intent of the work employees with poor performance output. This can help us discover root cause of their issues. If we find that high effort and good attitude is there but results aren’t being met we can acknowledge their hard work and discuss coaching and strategies to [work smarter, not harder](https://www.peoplegoal.com/blog/smarter-goals-setting). If both effort and performance are low, we delve further into the reasons for this during the talk.

## 8. Be solution oriented

There are many possible solutions to fix poor performance and they don’t always included simply “working harder” or putting in more effort. Training and upsklling, reassigning and or reviewing job roles, providing additional resources, assistance with setting aspirational goals, giving more frequent feedback, development or performance improvement plans - all of these are just some of the possible solutions. Use the meeting to ascertain the root of the problem and then suggest appropriate solutions based on what you learn.

## 9. Be Respectful

It may go without saying, but a respectful, professional approach is a requirement for any poor performance conversation. Not doing so can lead to resentment, and possibly even legal issues. It’s important to be able to separate the performance problems from the individual. We can be pointed and targeted about the impact of poor performance on the team and organization, but must ensure the conversation does not steer into personal attacks or insults.

## 10. Consider potential

It’s unlikely that we would be have a conversation about improving performance and not about termination unless our purpose was to remedy the situation and retain the employee. That means that, on some level, we see the potential for the employee to rebound from their current performance and meet expectations in the future. If that’s truly the case, it’s important to find a way to express this in our conversation - that they are valued and capable, but need to make some adjustments. It’s helpful to review and incorporate any positive feedback or performance targets they may have in preparation.

Ultimately, having the “talk” is never the easiest or most pleasant conversation we can have with an employee. But viewing the process as an opportunity for growth - for the employee and ourselves - can help us craft a dialogue that truly identifies root cause, finds solutions, and sets us up to do our best work.

It is not easy to have a discussion with underperformers, in this blog you will learn how to discuss poor performance with an employee.

How to discuss poor performance with an employee

How do you approach discussions with an employee who is exhibiting poor performance? Read this blog for some top tips when you need to discuss poor performance with an employee...

How to discuss poor performance with an employee: 10 tips

Need some tips on how to discuss poor performance with an employee? Read on...

We have created a list of __positive feedback examples for colleagues__ as it's crucial in any organization. It can help to __bolster behavioral change__ as well as to __reinforce positive behavior__ in the workplace by using positive feedback mechanisms. [Constructive](https://www.peoplegoal.com/blog/6-principles-of-constructive-feedback) and at times [negative feedback](https://www.peoplegoal.com/blog/negative-feedback) may be valued more as a creator of change.

It can also prove to be very detrimental with the very real possibility of entering a negative feedback loop (where all you provide is negative feedback and it becomes almost process like). However positive feedback is a sure way to ingrain positive actions within your workplace. This is due to its ability to make __employees feel valued__ and __connected__ to the team as they are a contributor to organizational activities.

Moreover, it provides meaning to a job which __increases engagement and productivity__. On the most extreme end of affairs, employees that feel valued and find meaning in their work are __less likely to leave__.

![positive feedback](//images.ctfassets.net/6g4s9n00xmsl/2Rt3aidrRrBeKuf8Q2tjTR/8dfeb957e8149c21a8121cf819811c1a/positive_feedback.png)

Therefore, it is imperative to encourage [providing continuous feedback to your organization](https://www.peoplegoal.com/product/performance-reviews-software). Managers also need to realize the need to not only provide effective employee feedback or [manager feedback](https://www.peoplegoal.com/blog/how-to-give-manager-feedback-5-examples) but also encourage peer-to-peer feedback. It can strengthen the inclusive culture in your company and boost collaboration across teams and departments.

Both collaboration and inclusiveness have proven to have a positive effect of the performance on businesses, problem-solving and developing innovative solutions.

## Why Feedback is important

### Feedback is an opportunity to motivate
The power of words contributes to the commitment of employees. Therefore, think wisely and be sure to give praise where possible. Whether in informal conversations or during a formal session - positive feedback is what every employee strives for.

If employees don't receive enough recognition then they are likely going to disengage from their work as their efforts appear to have been for nothing.

Not only is the feedback valuable for the motivation of employees but it also encourages lower turnover rates. [In a recent survey](https://news.gallup.com/businessjournal/147383/secret-higher-performance.aspx), Gallup found that turnover rates for those who received feedback on their strengths were 14.9% lower than for employees who did not receive any feedback. This further demonstrates the importance of positive feedback for inspiring employees and reinforcing their engagement with work.

### Feedback is essential to develop performance
Employees learn and grow as professionals when they have a consistent feedback loop. As a result, it is important to maintain an open channel of communication with your team members.

Even if you can only provide negative feedback, your employees are unaware and incapable of their wrongdoing without your intervention.

It's up to you to steer them in the right direction and provide them with the necessary guidance to help them improve and develop their performance in work. The development of your team hinges on your ability to lead and encourage them as they grow into their roles.

![why is feedback important](//images.ctfassets.net/6g4s9n00xmsl/1ocIGot7swJkWR51w4EBEP/6106e225a13d73b0210f18163550246e/why_is_feedback_important.png)

### Feedback is a way to keep learning
The purpose of 360 feedback is to drive better employee performance by encouraging a more open approach to discussing feedback. It must be noted that through giving [constructive feedback](https://www.peoplegoal.com/blog/constructive-feedback), an employee will develop a better understanding of what you want from them.

At the same time, with this newfound motivation from receiving the feedback, you can expect to learn from your employees as they find innovative and creative solutions to problems that you present to them.

Use the [feedback loop to create a constant cycle](https://www.peoplegoal.com/blog/workflow-examples) of learning and development for your entire workforce. Take this opportunity to evolve your team and become the best and most productive team you possibly can.

![positive feedback examples turnover rates are lower when feedback given](//images.ctfassets.net/6g4s9n00xmsl/4dBDDSNBvlrpT1yiqGJVbu/6ee38501de5195bd1d4e4f69dba86283/turnover_rates_are_lower_when_feedback_given.png)

Here are a couple of tips for giving effective feedback, followed up with some examples you yourself could use in the office.

## A couple of tips on when and how to deliver positive feedback for colleagues:

You can use these when giving effective feedback to your colleagues or even external collaborators such as agencies and contract workers to let them know they have done a great job. 

- __Be problem-focused and specific in your comments.__ The more detail and actions you can include in your feedback, the easier it will be for the employee to make the necessary changes.

- __Talk about the situation, not the individual.__ Consider the person you're talking to, they want to do well but maybe aren't quite fulfilling particular areas in their work. Focus on future performance rather than assessing past performance. Understand that your employees are people too and so, therefore, you should be aware of how your feedback will affect their emotions.

- __Be direct but informal.__ When going through the process of giving constructive feedback, it is important to state what needs to be said. At the same time, the meeting doesn't have to be as clinical as a doctor's brief. Find a natural pattern between normal or informal conversation and giving the employee's feedback. This will also encourage better employee engagement.

- __Always provide feedback at the earliest convenience.__ Whilst the iron's still hot after the event, give your feedback in order for the information to have maximum relatability and effect.

![tips for delivering positive feedback to colleagues](//images.ctfassets.net/6g4s9n00xmsl/7s5twMDAuEITmPT9XBKwnC/808802f9a2efd016999330ba9975a6a6/tips_for_delivering_positive_feedback_to_colleagues.png)

- __Positive feedback should outweigh constructive or negative feedback.__ As a rule of thumb, try to aim for a ratio of three positive comments to one negative. Evidently, this may not always be possible, but try where you can.

- __Do not hesitate to give positive feedback whilst other people around.__ This is a great way to build team morale.

- __List and paraphrase to secure consent.__ As you reach the end of your feedback session, it's important to ensure that what you've discussed is recognized and received by the employee. This is why listing your key takeaway points in a succinct manner will help the employee to understand what is required for their development.

- __Transparency is the key to constructive feedback.__ As you discuss points for development or motivation, it is mutually reassuring if you can demonstrate how you have come to conclusions as well as real consequences for not meeting desired standards.

- __Provide qualitative and quantitative feedback.__ Using a combination of the two forms of assessment will provide truly 360 feedback. Additionally, the employee will be more satisfied if they receive a considered and not totally numerical or opinion-based appraisal. The narrative from a peer review or self-evaluation creates valuable insights, as much as numerical ratings or percentage completion figures.

![positive feedback for colleagues examples](//images.ctfassets.net/6g4s9n00xmsl/5jUAn3Z6GF3TFwnZoJbhu8/cfe21d07e8320280adca5dd416a536ad/positive_feedback_for_colleagues_examples.PNG)

## What are some examples of positive feedback?

### 9 Examples of positive feedback for colleagues:

### 1. If an employee goes the extra mile:

*“ Last week I asked you to give me a helping hand on Project X as I was struggling to keep up with the workload. Not only did you help out, but you went out of your way to collect the most difficult information that would have been most time consuming for myself. The work you presented to me was clear and concise and hugely beneficial to what we are doing. Without your help I would have had to delay this project which was the last thing we needed to do as a team. The extra effort you put into this really made a big difference not only for me, but the team also. Thank you!”*

### 2. When a colleague overcomes and obstacle:

*“I just want to say that I know you have had distractions at home which you could have used as an excuse for not taking this meeting. Yo managed not only to step up to the plate after taking a knock, but you also encaptivated the audience with a clear, engaging, and well thought out presentation which I admire. I especially liked your use of audio cues. Keep up the good work!”*

### 3. When an employee models good behavior:

*“You did a great job yesterday by gathering all of your team members and asking them for an input regarding XY. This really helped everyone feel like they were part of the process. I also liked how you asked everyone a question related to their expertise. It was a great way to encourage participation. What you did yesterday with that meeting is a great example of a true teamwork we would like to encourage in our company. Nicely done!”*

### 4. When a colleague meets or exceeds goals:

*“ I have received your sales report from the last quarter. And you’ve exceeded your set goals by 25%! This is a massive contribution to the overall department goal. I would hugely appreciate if you could get together a small 1-minute presentation to give to the team at our next catch up. It would be great if everyone could take a leaf out of your book!”*

![robert allen positive feedback](//images.ctfassets.net/6g4s9n00xmsl/7F5l5Rr95Bzs5dUioj81ET/c52c1296d5a0bfe4ad0a2b7bf380b7f7/robert_allen_positive_feedback.png)

### 5. When giving an employee a confidence booster

Sometimes you just need to [encourage feedback](https://www.peoplegoal.com/blog/encouraging-feedback-from-employees) from employees, here's an example:

“I’m really impressed with how you handled that last client. I understand how difficult it can be dealing with tough or difficult individuals but you were excellent at it. You were calm, collected and were able to quickly develop viable solutions for them. Keep it going!”

### 6. Illuminate the big picture

Enlighten the employee as to how their work, helps others and at a more abstract level, the company.

*“I just wanted to let you know how the work you recently did with XXXX has helped with this month’s objective of XXXX…”*

### 7. When helping an employee improve, don’t focus on the past

Feedback aimed at communicating unmet expectations should be forward looking. Focus on the future and be positive.

*“There are some aspects of the project you just completed that I think we need to work on. I really liked what you did with XXXX, but I think we can improve on certain area. I think we can look at developing XXXX next time and we must make sure we tighter to deadlines next time.”*

### 8. When talking to an employee avoid the ‘but…’

*"I really like how you dealt with the client. It was a tough situation, but you handled it well. There is one thing which you might want to change next time you deal with a difficult client...”*

### 9. When an employee is showing good development

*“I can see real improvement in your work and professional skills as of late. I think you’ve come on leaps and bounds. I am particularly impressed with your ability to provide high attention to detail, without compromising on speed. Keep up the good work!”*
___

So there we have it, 9 positive feedback examples for your coworkers to get your creative juices flowing. At times it’s a situation of testing out which feels right for the right person and moment, but fundamentally you must always give positive feedback when it is due, and make sure it’s always related to aspects of action.

In case you not only need help with the feedback quotes for your colleagues but wonder how to implement effective 360 feedback process in your organization and how it can benefit your workforce, [download our Essential Guide to 360 Feedback](https://www.peoplegoal.com/guides/360-feedback-the-essential-guide) or [schedule a short meeting](https://calendly.com/peoplegoal-demo/15min) to discuss the possibilities and benefits PeopleGoal can bring to your company! 

At the end of the day;

> We spend a third of our lives at work. Should we not make the time worthwhile? 

Giving positive feedback to your peers is not easy. Our positive feedback for colleagues examples will help you improve the way you provide feedback.

Giving positive feedback for colleagues is not easy. Our positive feedback examples for peers will help you improve the way you provide feedback.

9 Positive Feedback Examples For Colleagues 

Positive feedback for colleagues examples

Giving feedback to colleagues always help to reinforce positive behavior. We have created a list of positive feedback examples to encourage positive actions within a company.

__You've spent long hours designing the perfect set of feedback questions. You've done your research, built the feedback form and launched the system, yet employee participation is still way down. What now? There are a couple of changes you can make to start encouraging feedback from employees.__

Encouraging feedback from employees and building a feedback culture is a long journey, but the good news is that people want to participate! [According to PwC](https://business.linkedin.com/talent-solutions/blog/trends-and-research/2016/5-Employee-Feedback-Stats-That-You-Need-to-See), almost __60% of employees would like to get feedback at least every week__. Often, the problem with encouraging employee participation lies in two key areas: __communication and trust in the organization__. Your first steps to tackle this are to assess the way you're __promoting the feedback loop__ and to address the reasons people are afraid to give feedback.

## Communicate your feedback culture

### Market your feedback process

Sometimes the reason employees don't give regular feedback is just because they don't know that it's there! Promote your feedback process in the same way you would any other internal initiative - be that an email campaign, a landing page on your internal site or a dedicated Slack channel. Include a covering sheet explaining how and where to give feedback, how often it should happen and what the structure is. Most importantly, explain **why** you are encouraging feedback and what the outcomes will be.

You can also include what the benefits of regular feedback are for employees, managers and leaders. Getting leadership support can be as simple as reminding them that [43% of highly engaged employees receive feedback at least once a week](https://hrdailyadvisor.blr.com/2019/01/10/top-3-kpis-to-measure-your-performance-management-system-roi/). And finally, build in regular reminders and prompts to keep feedback top of mind across the organization.

### Give guidance and training

Giving feedback can be confusing when you're not sure of the best way to structure it. Head this off by creating training packs to [explain the principles of constructive feedback](https://www.peoplegoal.com/blog/6-principles-of-constructive-feedback) and to give guidance to both managers and employees on what's expected from them. This is especially important if you're going to be using ratings. Employees are more than just a number. What is that number used for? How is it combined with written feedback and what is the end outcome?

Employees will also need to understand not just how to give [constructive feedback](https://www.peoplegoal.com/blog/constructive-feedback) but even more importantly how to **receive** it. Starting an honest conversation between colleagues is difficult when actions are taken personally, so encourage everyone to assume a positive intent.

### Take action

There's no point in giving feedback if nothing is done about it. Show managers how best to take action - whether that's with a structured one to one, a coaching session or a conflict resolution course. On the positive side, call out the great things employees are doing! Consider a recognition and rewards programme. A small public note to call out their achievements is hugely motivating and we've seen it encourage a feedback loop - for every recognition badge received by an employee they are likely to give out two of their own.

## Build trust in the feedback process

### Model the behaviour you want to see from the organization

Start with yourself and the leadership team. Seeing senior management buy in to the process automatically boosts the importance of feedback in everyone's minds. Make sure leaders are giving feedback to their team, but more importantly make sure they are asking for feedback just as regularly. One of the most common objections to giving feedback is "there's not enough time". If your C-Suite has time to give feedback, there's no excuse for others not to do the same.

### Encourage peer to peer feedback

Feedback is not just a two-way system between managers and direct reports. Let employees know that they should be giving feedback to their peers, too. Feedback from colleagues you work with closely can often be even more valuable than feedback from a fairly busy, hands-off manager. You build out a 360-view of your strengths and weak spots, and you become more comfortable with the feedback process overall when you're engaging with more than just the manager.

### Address the discomfort

["Address the reason/s why people don’t naturally give feedback: complacency can be a problem, but the more probable reason is the uncomfortable stress reaction people often experience when both giving and receiving feedback."](https://cognology.net/author/admin/) - John Windust, Cognology.

Giving feedback can be stressful when the outcomes and intent are not made clear to the organization. Will we be punished for giving criticism? Will I be called out unfairly and who oversees that? Are feedback scores tied to compensation? Short answer - tell them! Explain exactly who has the final say, what the ratings really mean (if you're using them) and what interventions you have in place to make this a fair and balanced system.

### Reinforce confidentiality

Everyone is naturally afraid of being judged unfairly, but we can be just as nervous to give criticism when we're not sure who'll see it. Anonymous feedback can be a useful tool to work around this when you're just getting started with feedback. Consider also a "hidden" feedback option where reports are sent to an employee's manager rather than to the employee themselves. This is especially good in smaller teams where you can rely on the manager's discretion to address points of improvement in an encouraging and anonymized way. Whichever route you decide on, your priority is to explain clearly who can see feedback, when they can see it and what will be done with it. 

![Encouraging feedback from employees](//images.ctfassets.net/6g4s9n00xmsl/BPsPYaNpVv2o4d8F3nS23/3c7663922d3998a1f619f89952acfa53/Encouraging_feedback_from_employees.png)

---

__And after all of that, sometimes the issue with employee participation does come back to the way you've structured your feedback form. Take a step back and ask yourself a couple of troubleshooting questions.
__
## Feedback questionnaire tips

### Are the questions relevant?

Feedback needs to be specific to be effective. While the HR team might want to get feedback on every aspect of an employee's role, it's unlikely to make a difference to the employee's performance or to their effect on the wider team. Tying feedback questions to company core values is an amazing way to align everyone's performance in a unified direction, but remember to ask questions that indicate **action** they can take to model those core values.

### Is the form too long?

If giving feedback is taking 30-45 minutes per employee there's no way you're going to encourage more participation. Strip your questionnaire right back. Remember that 360 feedback should be one part of the continuous performance process, not the whole thing.

One of the ways to address both of these issues is to consider a really simple, straightforward feedback structure called Start, Stop, Continue.

## Start, Stop, Continue feedback

This short yet highly effective feedback method includes just three questions:

- What should I start doing?
- What should I stop doing?
- What should I continue doing?

Keeping feedback templates short and to-the point encourages all team members to give regular feedback. They know the feedback will be targeted and won’t take too much time to complete. The Start, Stop, Continue method also makes sure responses are actionable. See the difference between these two responses:

> "Adam is sometimes pulled in many directions and gets distracted from the tasks he needs to complete."

> “Adam should **start** prioritizing his workload so that he can focus on the most important tasks first and not become derailed by small distractions.”

Start, Stop, Continue also encourages that “negative” feedback that people often shy away from giving. As in the example above, it gives you an easy way to frame your criticism within clear action steps that take the sting out of a negative comment.

Lastly, before implementing any of these changes you should benchmark your progress. Get a rough idea of what percentage of employees participate in the feedback process so that you know your baseline from which to improve. Then you can track which changes have the biggest effect on your organization and double down on those to get even better results.

Encouraging feedback from employees is tough! Start by assessing the way you're promoting your tool and address the reasons people are afraid to give feedback.

Encouraging Feedback from Employees

Encourage employee participation in feedback

Feedback is an integral part of an organization’s continuous improvement and an individual’s professional development. __Providing feedback is an ongoing task__. You must let your employees know where they are, where they need to go, what they are doing well and what they are doing not so well. __Constructive feedback fosters a culture of development.__ 

It increases the employee’s self-awareness, helps to improve morale and reduces confusion regarding expectations. This doesn't mean solely giving positive feedback on their great job! Providing [negative feedback](https://www.peoplegoal.com/blog/negative-feedback) in a tactful manner is just as, if not more, important. However, negative feedback given the wrong way often leads to employee disengagement, reduces morale and gives insufficient guidance on how to improve and change. 

The objective behind giving effective feedback is to __provide guidance to an employee__. Guidance can support productive behaviour or realign problematic performance to successful performance. Lets get straight to the point and look at the principles of effective constructive feedback.

___

## Constructive Feedback Principles
![Constructive Feedback Principles](//images.ctfassets.net/6g4s9n00xmsl/3fTuxdG9pypa12Jsogp9i0/83cbef0d893c164deb7d32a9f8b28cdf/Constructive_Feedback_Principles.png?w=1000)

_____

## 1. Be Specific
Identify the key areas and actions where the employee [excelled or performed poorly](https://www.peoplegoal.com/blog/70-useful-performance-review-phrases-for-every-function). Make sure the comments you give are clear and to the point. Regardless of whether it's positive or [negative](https://www.peoplegoal.com/blog/employee-performance-improvement-plan-tips), feedback should be given in a straightforward manner. Specific constructive feedback leads to greater opportunity to learn.

___

## 2. Be Positive
Recognition is important! [Most people need encouragement](https://www.peoplegoal.com/blog/how-to-boost-team-engagement) and to be told when they are doing something well. It's common for individuals to emphasize the negative and to focus on the issues more often than successes. In a rush to criticize, we may overlook the things we liked. If the positive is registered first, any negative is more likely to be listened to and acted upon.

____

## 3. Offer Autonomy
Feedback which is heavily imposed can result in resistance to change. The best comments offer people a choice: whether to act on the feedback or not. This allows the employee to maintain autonomy over their behaviour whilst offering the opportunity for development. In the case of a manager, offer your employee an example of how you overcame a similar problem. Where necessary, let them bring their own ideas for what they could do differently.

____

## 4. Observation, not Inference
Inferences are the assumptions and opinions that you formulate about an individual. Observations are objective and are the result of clear, logical reasoning. Basing feedback on inferences is particularly detrimental and can lead to a breakdown of relationships between manager and employee. Try to be as objective as possible and show that you've carefully considered your feedback points. You'll see greater respect and weight given to your opinion.

___

## 5. Use Descriptive Language
Describing behaviour is a feedback method which is useful when trying to identify a range of positives or negatives. This is beneficial and allows for a healthy discussion. On the other hand, using evaluative language can be dangerous. Using language like ‘right’ or ‘wrong’ engenders a "black and white" culture which is too rigid may make the employee respond defensively. Avoid using ‘need to’ phraseology; it is an implicit note to the individual that they did something wrong. But it doesn't offer any guidance or explicit information on where they went wrong.

____

## 6. Avoid Feedback Overload
[Constructive feedback](https://www.peoplegoal.com/blog/constructive-feedback) shouldn’t be overbearing. Remember, it should follow a cycle and there will always be another opportunity to offer constructive feedback. For each meeting select two or three main points to offer feedback on. If you give too many comments in one feedback session the employee may become disengaged, or even confused with the overwhelming wealth of information.

____

Constructive feedback has a range of benefits. As a manager, you continue to develop a working relationship with your employees whilst also providing guidance for their work. For the employee, constructive feedback helps continuous professional development, motivation and [engagement](https://www.peoplegoal.com/guides/employee-engagement). To find out more about feedback read our [Essential Guiide to 360 Feedback ](https://www.peoplegoal.com/guides/360-feedback-the-essential-guide)or in case you are an employee struggling to [provide feedback to your manager](https://www.peoplegoal.com/blog/how-to-give-manager-feedback-5-examples) we have your back as well.


Providing and receiving feedback can be overwhelming to both parties involved. These easy and effective tips for constructive feedback change that.

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9 Positive Feedback Examples For Colleagues

Encouraging Feedback from Employees

Constructive Feedback: 6 Tips to Success

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360 Feedback

What feedback questions should we ask when evaluationg managers and employees?

Top 5 Ideas for Employee Development in your Remote Teams

Top 10 Challenges with 360 Feedback

How to Encourage Employee Growth with 360° Feedback

Tips for Effective Performance Planning in 2020

5 Best Feedback Surveys to Boost Performance

How to Deliver a Successful 360 Review

How to Ask for Feedback That Will Help You Improve

How to Give Manager Feedback: 5 Examples

How to discuss poor performance with an employee

9 Positive Feedback Examples For Colleagues

Encouraging Feedback from Employees

Constructive Feedback: 6 Tips to Success

Ready to see PeopleGoal in action?Start your free trial today.

Company

Solutions

Product

Learn

Subscribe to our newsletter

Ready to see PeopleGoal in action?
Start your free trial today.