In companies, internal communication seeks to keep all employees informed of relevant aspects, while allowing them to express everything they consider important in their work environment. With this, what is achieved is a more efficient company with employees who are more committed to their activity.
But to do this, the traditional suggestion box or the talks during the coffee break are not enough, it is necessary to establish an effective strategy from the direction that encourages the collaboration and participation of all without forgetting that it is necessary to have adequate tools.
For this we recommend:
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Do not exclude anyone from communication processes. Transparency is one of the pillars on which we must base our communication with employees. If we separate certain groups, we will be sending a message with which it is better not to identify. In addition, it is very valuable to have a 360º vision where the opinions of all roles are valued. Even if it's a new scholarship holder, get him involved!
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Positively reinforce participatory attitudes, especially those that are more constructive. When we send an opinion questionnaire there will always be people with great ideas to improve any aspect of the organization. Rest assured that these are your most committed collaborators, repay their trust, and let them know you value their input (and get a lot of it going!)
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Make communication a recurring process. Isolated actions do not usually provide significant results. For communication to flow we have to create a culture of feedback shared by all. To do this we have to commit to using this tool repeatedly. Organizations change and we cannot allow decision makers to be the last to know what is happening!
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Establish agile communication channels. The theory is very beautiful and today we all want to work in environments where communication flows, but we must base it on real, tangible supports that avoid spending time on useless bureaucratic tasks. If we also have a system that provides us with analytics of the feedback processes in real time, we will be able to make the best decisions with the information obtained! (Does that sound like "digital transformation" to you?)
Internal communication not only promotes better coordination and climate, but more information also translates into more engagement and, therefore, more possibilities for employees to also know and recommend your company's services or products.
Recent studies provide overwhelming data such as that 74% of employees declare themselves lost in relation to the information of their companies (Mindshare NA & Dynamic Signal) despite the fact that 66% of them would be willing to recommend the services of their companies if they had more data about them.
Do you know how old the suggestion box is? 117 years! Surely since 1899 we have learned new, more effective techniques, right? Let's get them going!
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Hrider not only facilitates performance evaluation processes, but also allows you to automate any 360º Feedback process in the that you need, in an agile and dynamic way, request the participation of your employees on any matter (opinion, satisfaction, training needs, knowledge test, etc).
Find out if you've already reached the top of 360° Feedback knowledge or if there's still something left for you to learn!
performance appraisal methods?
360° Feedback is distinguished by its focus on comprehensiveness. It's not just about measuring performance, but about understanding how the employee interacts and is perceived in different work contexts. This holistic view is what makes it so valuable for personal and professional development.
What main challenge does the integration of 360° Feedback pose in an organization with a culture rooted in hierarchy and control?
Hierarchical cultures often have low tolerance for vulnerability and transparency. 360° requires people to be willing to receive feedback, even if it is critical, from people who are "below" them in the hierarchy.
In the context of an organization seeking to foster agility and adaptability, which of the following approaches to 360° Feedback is considered most appropriate?
Agility requires adaptability. A rigid system or one focused only on the individual or in a single direction does not favor flexibility and rapid response to change. The iterative approach allows for adjustments and continuous learning.
What common mistake can diminish the effectiveness of 360° Feedback?
Feedback without action leads to frustration and distrust.
Which strategy is most effective in mitigating the risk of 360° Feedback becoming a superficial compliance exercise?
Purpose is key. If 360° Feedback is perceived as a tool for personal and professional growth, there will be more engagement.
How should negative feedback be addressed in a 360° Feedback conversation to maximize its positive impact?
Negative feedback should be given in a supportive context. Recognizing strengths helps the employee feel valued and more receptive to criticism.
What skill of the evaluatee is significantly developed through the 360° Feedback process?
360° Feedback is a powerful tool for self-awareness. It helps people understand how they are perceived by others, which is essential for personal development and self-regulation.
What cultural change does 360° Feedback drive in an organization in the long term?
360° promotes a culture of transparency and continuous improvement.
What is the main role of leaders in the 360° Feedback process?
The example and support of leaders are crucial for the credibility and success of 360°.
What organizational outcome is expected from the effective implementation of 360° Feedback?
Well-implemented 360° drives individual development and, therefore, organizational success.