Employee feedback is transforming the employee experience.
We are shifting from a time when traditional 360-degree feedback or current pulse surveys have been used at a specific moment, such as cohort development, support for a leadership transition, or development/performance planning.
Now we are entering an era of continuous feedback possibilities that allows leaders and individuals to obtain feedback on an ongoing basis.
Share
Ongoing feedback has always been important, but gauging progress and performance, especially in today’s shift to hybrid, can be hard to achieve.
360-degree feedback is still going to play an important role in supporting the growth and development of employees and leaders in this new context. Insights gathered in this way provide a lens into dominant themes and perceptions of groups and respondents, as well as into an individual’s brand or reputation with the organization. In addition, 360-degree feedback can provide a more diagnostic perception of strengths to leverage and areas for improvement and development in respect of macro moments within work – like transitions into a new job or leadership level or a pivot towards a new business strategy.
Start your journey of feedback and growth today by taking a look at this in-depth guide from Halo Feedback that explores everything from planning the launch of your 360-degree feedback program through to implementation and actioning of feedback.
