Quick Hacks: How to Build 360° Survey that Doesn't Suck

What are the first words that come to mind when you hear: "360° survey"? Is it UGHHH? If so, then let's change that. Here are some practical ways that will turn your 360-degree survey from blah to awe. 

1. Keep goals front and center

Be clear about the goals to avoid creating a 360° survey that no one is interested in doing. Are you trying to bring more transparency to internal performance management? Is employee growth the critical initiative? Is there a need for more objectivity and unbiased feedback within the organization? Whatever it might be, be vocal and design questions that align with it. Don't try to accomplish everything with the survey. Focus on one goal at a time and look into additional employee engagement initiatives that can help achieve other goals. 

2. Make it objective

The key ingredient in a successful 360° survey is the right people. Getting employees interested and excited about doing a performance management survey can be challenging to be clear about the why, how, and when they need to do it. Why: explain the process after the surveys are filled out, the employees' impact, and the insights it provides for the managers. How - walk through the process and details on how the 360 survey works, who fills it out first, who gets access, and what the result looks like. When - establish a clear timeline for each party that aligns with the overall objective. 

3. Focus on employee growth

People care about growth and development more than fun company perks, like beer kegs and a champagne tab (although very nice to have). Most likely, your employees feel the same way. Show a clear path that starts when they join the company through performance management opportunities (like the 360° review survey) to their goals. Give clear examples of feedback that helps employees get promoted, mentored, and developed. Knowing this is not just for paperwork and will bring tangible results does wonder on the survey completion stats. 

4. Clear follow-up plan 

You got them to do it, YAY! Good job! Now, remember to follow up with a follow-up plan. Provide information on when and how this is going to get reviewed and addressed. Give an avenue for additional questions or concerns. Make performance management not only an HR thing but indeed a people thing. 

Establishing 360° surveys is challenging and time-consuming. The rewards are plentiful, though - from employee engagement to growth and valuable insights. Don't forget to continuously engage employees to keep the hand on the pulse and activate the successful workforce throughout the year. 

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