360 Degree Performance Reviews & Feedback Software
PossibleWork's 360 Degree review software helps organizations empower their workforce to give and receive feedback instantly.
Employees receive appropriate feedback for delivering results as well as when their performance needs course correction.
Our ‘Competency based’ assessment helps in identification of learning & development needs for career progression.
Get started with the best 360 Feedback Software
PossibleWorks’ continuous, real-time, and conversational feedback helps organizations empower their workforce to give and receive feedback instantly.
Employees receive appropriate feedback for delivering results as well as when their performance needs course correction.
Feedback is the breakfast of champions. ~ Ken Blanchard (author, speaker, management expert, and business consultant)
360 Degree Feedback on performance in an organization should be a two-way street that helps both the managers and employees offer critical feedback to each other. Organizations often forget that managers are humans and cannot retain information about a single employee’s performance throughout the year let alone the entire team. A continuous feedback system is essential for organizations to address challenges associated with traditional performance system and pave the way for both employee and organizational growth.
A continuous system of performance feedback improves the quality of performance review by making managers more effective in helping employees improve their performance. Such reviews can thus help the managers direct employee efforts in the right direction and manage any discrepancies in the current and desired skill set of an employee.
- Continuous feedback enhances employee motivation and engagement.
- A continuous feedback-based performance review system enhances employee performance.
- Continuous feedback components like 360 feedback in a performance review system help organizations identify right Learning & Development path for employees and help employees’ career development.
- Frequent conversations driven by on-going reviews help establish a strong Manager/Employee relationship.
- On-going and continuous feedback ensures increased employee productivity and organizational performance.
What is continuous feedback-based performance management?
Continuous feedback-based performance management is a modern, human approach to monitoring, measuring and improving employee performance. In a continuous performance management, employees receive a variety of real time feedback through a combination of informal recognition, formal feedback, instructive and constructive feedback.
Organizations that embrace continuous performance feedback:
- Foster a forward-looking growth and development mindset by emphasizing feedback that is in-the-moment, informal, and frequent.
- Strengthen relationships by improving communication and coaching between employees and managers.
A 360 Degree Feedback System that Fuels Growth
On-Going Conversations
Encourage Conversations around Performance Enhancement
“Make feedback normal. Not a performance review.”
~ Ed Batista
Employees receive appropriate feedback for delivering results as well as when their performance might need a course correction. Our ‘Competency-based assessment enables the identification of learning & development needs for career progression.
Trigger impactful conversations with your employee today!
Objective Assessment
Bring Objectivity to your Employee Feedbacks.
We believe that a 360 performance review software provides employees with a well-rounded view of their performance.
This 360 feedback review system aims to be unbiased and is used to provide an objective review of employee performance highlighting competencies & training needs to ensure that you’re continuously invested in your employee.
PossibleWorks’ Continuous Feedback Applications
360 Degree Feedback
We all need people who will give us feedback. That’s how we improve. ~ Bill Gates
360 degree feedback is a multi-rater feedback system that positively impacts leadership and the entire organization. This feedback system can give valuable insights into the functional and behavioural aspects of employees in an organization and address pain points. The feedback system also improves transparency and equity in the employee evaluation process.
Conduct comprehensive 360 surveys and pave the way for employee development on identified organizational competencies and career development.
Organizations tend to opt for the 360 employee review software for three main reasons:
- To get a holistic perspective about the performance of a potential leadership candidate.
- To gain a better understanding of human resource development requirements (training, behavioral, leadership etc.).
- To collect an unbiased feedback.
What Feedback 360 measures?
- Behaviors and competencies.
- How do others perceive an employee.
- Development areas such as Emotional Intelligence, motivation, leadership abilities, listening, accountability, planning etc.
- Tacit areas such as collaboration, character, leadership potential etc.
Snapshots
A snapshot of employee performance based on various qualitative aspects gives employees a quick understanding of where they stand on these parameters. Snapshots capture the critical qualitative parameters of performance which may not be directly linked to quantitative performance but are critical in delivering that performance.
Use snapshots around the year for qualitative performance feedback to identify areas of improvement and improve performance individually and at the team level.
Advantages of Snapshots:
- Drive employee engagement.
- Provide Direction.
- Promote continuous learning.
- Prevent miscommunication.
- Drive employee development.
- Improve Employee Welfare.
- Motivate employees.
- Provide an opportunity for collaboration.
Chat-based Interface
PossibleWorks platform enables managers to communicate through a chat-based system on aspects related to employee performance.
The chat interface is easy to use and intuitive to carry out all actions related to performance management. This system of communication improves productivity with an easy flowing chat application that permits transparent and faster communication
Incident Diaries
Incident Diaries help managers keep a record of all instances about an employee’s performance for an objective assessment.
Feedback through an incident diary erases the need to rely on human memory to record influential moments.
Improve your performance management practices with an incident diary that records valuable insights that come in handy for yearly reviews.
Advantages of Incident Diaries:
- Helps to identify & recollect events which might be missed .
- Cost effective and provides rich information.
- Acts as inputs to other feeback interventions.
- Allows performance reviews to be more objective.
The PossibleWorks Advantage
“PossibleWorks is an OKR based powerful and easy to use performance management software designed for teams that want to achieve accelerated growth.
The chat based intuitive interface drives meaningful conversations between managers and employees and encourages personal and professional development”.
360 Review Software – FAQ's
360 Degree Feedback is a method or process in which confidential feedback is shared with the employees by the people who work around them for performance appraisal. The feedback is usually collected by filling out surveys which contain questions ranging from work performance to attitude and behaviour. About 8-12 people fill out the survey for one employee, which could be the employee’s manager, colleagues, direct reporters and even customers. The employee also fills the same survey for themselves as a practice of self-assessment and are able to gauge their performance across different benchmarks to understand where they lack. The survey contains questions that can be answered using a rating scale and asks for additional comments where necessary.
- Inform all stakeholders the purpose and benefit of using 360 degree feedback for performance appraisals.
- The subjects should have spent at least 6 months in the organisation.
- The raters should be working closely with the subjects.
- The parameters should be set clearly before beginning the process.
- The feedback should be anonymous always.
- The survey should be kept short and to the point.
- Follow up after the survey should include all the feedback.
Here are some of the many benefits of using 360-degree performance appraisal and feedback as your performance management system and its relation to the workplace.
1. It helps increase self-awareness – link to read in Detail
2. It helps in clarifying behaviors – link to read in Detail
3. Quality or Quantity? – link to read in Detail
4. Improve your employee engagement in less than two minutes – link to read in Detail
4. Improves Communication – link to read in Detail
5. Improves working relationships – link to read in Detail
6. Encourages personal development – link to read in Detail
7. Increases accountability – link to read in Detail
8. Professional Development Courses – link to read in Detail
8. Enhances performance – link to read in Detail
360-degree feedback is an effective tool for employee development and organizational growth and success. Having said that, it helps to be aware of the pros and cons involved in implementing the feedback process, so as to guard against them and eliminate their effect.
Pros:
• Anonymous feedback helps to make it more acceptable and paves the ways to engagement, development and could reduce attrition.
• Helps to identify development areas, bridge skill gaps and encourages individual growth.
• It will reflect on the relationships being maintained among the employees.
• A higher level of transparency and mutual trust among employees improves performance.
• Helps with succession planning, to transition employees to new roles, by imparting new skills to them.
• The development opportunities help to improve overall productivity of employees.
• Helps align the goals of the employees with the goals of the organization.
• Enables employees access development opportunities to realize their potential.
Cons:
• Could result in offending and alienating employees.
• Feedback offered may not be truly honest, for different reasons.
• Having some people, especially leaders, reject the feedback could lead to trust issues.
• The exercise could consume too much time in providing and collating relevant feedback.
• A lack of objectivity on the part of respondents could affect the quality of feedback.
