How to collect 360-degree feedback?

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With standard performance reviews, employees are given feedback on how well they've done in meeting certain metrics. With 360-degree feedback, on the other hand, the goal is to offer insight focused on employee development.

There are many ways to collect 360-degree feedback, which means there is no specific blueprint to follow. In general, the process should be clear, transparent, and compliant from start to finish. Here is a step-by-step 360-degree feedback framework that you can customize to fit your company's needs.

1. Set goals
Start the process by explaining the 360-degree appraisal method to your team members. Remember that it should be a developmental appraisal, not a performance appraisal. Let everyone know that they will be evaluated based on their professional development.

This helps to avoid competition between employees, which is common during performance reviews as chief vice president marketing officer email list many team members are competing for the same rewards. It also ensures that feedback is organic and not manipulated.

360-degree feedback: ClickUp's goal tracking feature

Use ClickUp's goal tracking feature to stay on track and achieve your goals with clear timelines, measurable objectives, and automated progress tracking.

Use ClickUp Goals to set objectives for your 360-degree assessment. Break down the overall goal into measurable goals, such as completing the feedback survey, providing responses, and scheduling 1-on-1 meetings .