Why use Feedback Circles for 360 Feedback?

Shivani Panchal Updated by Shivani Panchal

What is ‘Feedback Circles’?

‘Feedback Circles’ is a feature and has been designed specifically to put the power of giving and receiving feedback into your hands. It allows you to ask structured questions to your colleagues, in order to gain a broader view of how you are performing.

 

By doing this you can get a clear insight into where you are doing well, and what areas you can look to develop, then set goals that target those areas specifically. It’s easy to use and allows you to get feedback quickly whenever you need it, and not just as part of an annual 360 feedback programme that your organisation initiates!

 

With ‘Feedback Circles’ you can send a round to your colleagues at any time and you get an instant report with their feedback – you don’t need to wait for HR to create a report! 

According to a recent study, employees who receive regular feedback are 15% more likely to be engaged at work and 12% more likely to be satisfied with their jobs.

How is it different to real-time feedback?

Getting real-time feedback based on a task you’ve completed or a particular day’s work is great! But it’s a limited view of your performance. With ‘Feedback Circles’ you are getting feedback about your performance as a whole, so you can gain a more holistic view of your performance, over a longer period of time, from a multitude of co-workers.    

Therefore ‘Feedback Circles’ is best used when you have taken all of your in-the-moment feedback and refined your performance, and now you would like a broader view to help focus your next steps.  

Why use Feedback Circles?

Feedback can shape your development journey for the better, highlighting your strengths and giving insight into areas that can be improved upon.

But getting the right type of feedback for your progression can sometimes be a struggle; people don’t always offer up valuable and insightful feedback that relates to the area / areas you are wanting to work on.

If you are regularly asking for real-time feedback but not quite getting what you need, it might be time to take control of your development journey and kick things into a higher gear. That’s where our tool, ‘Feedback Circles’ comes in, allowing you to get the feedback you need, when you need it.

Different ways you can use ‘Feedback Circles’.

  • Start – Stop – Continue: If you’ve been using real-time feedback for a while and actively give and request feedback you might want to launch a ‘start-stop-continue’ round via ‘Feedback Circles’
    This is ideal when someone is seeking general feedback with a view to refine their performance.
  • SWOT Analysis: If you are looking to take your career to the next level and you’re keen to own your development, but you want to seek feedback to inspire personal development goal setting, you may want to use a SWOT based template.
    SWOT stands for Strengths, Weaknesses, Opportunities, and Threats.
    This not only gives you an insight into where you can improve, but also some great pointers on opportunities you could be missing as part of your development and makes you aware of anything that could get in the way moving forwards.
  • Behaviors / Competency: Maybe you know what specific behavior or competency you would like to improve and you want to gather some feedback to help with goal setting.
    This feedback can be used to inspire both performance and personal development goals. It also includes some general feedback questions to ensure that the participant has an opportunity to provide feedback outside of the set behavioral questions.

 

Feedback Circles is a powerful tool that can help you to develop and grow at work. It allows you to get the feedback you need, when you need it, from the people who matter most.

If you are not already using Feedback Circles, I encourage you to give it a try. You may be surprised at how much you can learn from your colleagues.

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