Choosing The Right 360 Feedback Software

by Kylee Stone Dec 1,2019

The People Strategy Leaders Podcast

with Srikant Chellappa, CEO

A feedback culture where employees enthusiastically participate by receiving and giving feedback to their managers, colleagues and their direct reports drives employee engagement and helps the organization stay productive. This is where 360 degree feedback plays a prominent role.

Knowing all this about employee feedback can make you consider implementing a 360 feedback culture in your organization. 360 feedback is indeed very engaging and contributes to organizational development because feedback received from multiple sources is a lot more accurate than feedback just from one person.

What most of us do not understand here is that the employees don’t usually know how 360 degree feedback is different from normal feedback and what the purpose of 360 feedback is. So, before you go implement a 360 feedback software in your organization, it is important for you to introduce it to your employees.

Also Read: Everything you need to know about 360 degree feedback

Communicate the purpose of implementing a 360 feedback software with your employees and allow them to give suggestions or raise concerns. Once your employees are ready for it, the next big task is for you to choose from the list of huge 360 feedback tools available online.

To make the process easier for you, we have created a list of things that you should look for in a 360 feedback software before choosing the right one for your organization.

Simple To Use

Every software which is being implemented for the first time in an organization should be easy to understand and use. A 360 feedback software should be simple enough to be understood by employees without any specific training.

There are many 360 degree feedback software available online; most of these can be used on a free trial basis. So, before you purchase a 360 feedback software for your organization, try it out and understand how easily the software can be implemented. Let your employees also try the software so that you can choose the one that best fits your organization.

Easily Customizable

When selecting a 360 feedback software, you can either choose a standard software which is developed by a vendor and is being used by different organizations, or you can choose a software that is flexible and can be customized based on your organizational needs.

Also read: How Do You Prepare Your Team For 360 Degree Review Process

When choosing a 360 degree feedback software, you should consider the fact that the world is fast moving and your needs may differ from day to day.

Robust and Secure

Another very important thing to consider when choosing a 360 feedback software is the security of your information. 360 feedback in general includes feedback received from managers, colleagues, direct reports etc. which is very sensitive and confidential information that could cause a lot of damage if leaked or if it falls into the wrong hands.

So, when you are choosing a 360 feedback software, be sure to ask the potential vendors how secure your data is and how the information is protected.

P.S–Information security laws vary from country to country; so be sure to pick a software that follows the security laws of the country your organization belongs to.

Continuous Customer Support

Every software is unique in itself. No matter how simple it is, the vendors of the software need to walk you through the entire process of giving and receiving 360 feedback through their software.

A 360 feedback software that has good customer support, helpful user documentation, and is receptive to your needs and concerns is the one that your organization needs.

Do you want to invest in a 360 degree feedback software for your organization? Then request for a demo!

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Kylee Stone

Kylee Stone supports the professional services team as a CX intern and psychology SME. She leverages her innate creativity with extensive background in psychology to support client experience and organizational functions. Kylee is completing her master’s degree in Industrial-Organizational psychology at the University of Missouri Science and Technology emphasizing in Applied workplace psychology and Statistical Methods.

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