Teamflect offers an enhanced feedback mechanism allowing both employees and managers to initiate a 360-degree feedback cycle. This comprehensive guide will walk you through the steps to start this process, whether for yourself or a team member.
Starting a New 360-degree Feedback Cycle
1. Access the Feedback Module: Click on New Feedback located at the top right corner of the Feedback module.
2. Choose the Feedback Type: Select "360-degree Feedback" from the options available.
3. Name Your Feedback Cycle: Enter a meaningful name for the feedback cycle to easily track it later.
4. Determine the Subject:
If you are a manager, you can choose "myself" to receive feedback about you or "someone on my team" to solicit feedback about a team member.
5. Select the Feedback Template: Choose a "360-degree feedback template" pre-configured by an admin in the Teamflect Admin Center.
6. Set the Due Date: Specify a due date for when the feedback requests need to be completed.
7. Click Start: Initiate your feedback cycle by clicking on the ''Start 360-degree feedback'' button on the bottom right.
Managing Your Own 360-Degree Feedback
If you have initiated a feedback cycle about yourself:
1. Navigate to Your Feedback: Go to the "My 360-feedback" tab within the Feedback module.
2. Access Your Feedback Cycle: Click on the feedback cycle you started to view details.
3. Send Feedback Requests: In the "feedback providers" section, send requests to colleagues (managers, peers, supervisors, etc.) from whom you wish to receive feedback.
Note: Please keep in mind that the available sections (managers, peers, other stakeholders, supervisees, etc.) in the cycle are pre-defined by Teamflect Administrators.
4. Review Feedback Results: Once feedback is provided, the "Results" section will display the feedback you are authorized to see, as configured by the admins. This may include average scores and an AI-generated summary of the overall feedback, if enabled.
Managing Team Feedback
If you are a manager initiating feedback for a team member:
Go to the Team Feedback Section: Access the "My Team" tab within the Feedback module.
Select the Appropriate Cycle: Click on the 360-degree feedback cycle you initiated for your team member.
Request Feedback: In the "feedback providers" section, send out feedback requests to individuals relevant to the feedback process.
View Collected Feedback: After feedback is collected, the "Results" section will show detailed feedback results, including provider identities, average ratings, and an AI-generated summary, if enabled.
Verifying Visibility and Confidentiality Settings
Understanding visibility and confidentiality settings is crucial to ensure you are aware of who can see your feedback results and what information you have access to. Here’s how you can double-check these settings in your 360-degree feedback cycle:
Locate the Feedback Cycle: Navigate to the appropriate tab—"My 360-feedback" if checking for yourself, or "My Team" if you are a manager checking on behalf of a team member.
Open the Feedback Cycle Details: Click on the specific feedback cycle to view more details.
Read the Definitions: If there are predefined visibility settings such as Peers, Supervisors, and External, read the definitions provided beneath these categories to understand exactly what feedback is visible to whom.
Contact Admin for Clarifications: If you are unsure about any of the settings or need further explanation about the confidentiality protocols, reach out to your Teamflect administrator. They can provide detailed insights into how feedback visibility is configured and what implications it might have for your feedback.
By following these steps, you can effectively utilize the 360-degree feedback tool in Teamflect to gain valuable insights into performance and areas for improvement, enhancing personal and team development. For any further assistance or clarification on the visibility settings or feedback process, please refer to the Teamflect Admin Center or contact your Teamflect administrator.
Use Cases for End Users and Managers Using 360-Degree Feedback
Use Case 1: Personal Development
Scenario: An employee seeks to understand their strengths and areas for improvement to advance their career. Application: The employee initiates a 360-degree feedback cycle about themselves, selecting peers, direct reports, and supervisors as feedback providers. This comprehensive feedback helps the employee identify key areas for personal growth and professional development.
Use Case 2: Enhancing Management Skills
Scenario: A new manager wants to enhance their management techniques and understand how they are perceived by their team. Application: The manager sets up a 360-degree feedback cycle focused on management competencies, asking for input from their team members and other colleagues. The feedback gathered helps the manager adjust their leadership style to better meet their team's needs.
Use Case 3: Preparing for a Performance Review
Scenario: An employee is preparing for an upcoming performance review and wants detailed feedback from various sources to present a comprehensive view of their contributions. Application: The employee uses the 360-degree feedback feature to request feedback from a variety of coworkers, including those they have collaborated with on cross-functional projects. This feedback provides a broader perspective on their performance, supporting their review discussion.
Use Case 4: Resolving Interdepartmental Conflicts
Scenario: A manager notices tension between departments that collaborate frequently. Application: The manager initiates a 360-degree feedback cycle targeted at the teams involved, focusing on interdepartmental communication and cooperation. The results help identify specific friction points and guide the manager in facilitating effective interventions to improve relations and teamwork.
Use Case 5: Team Performance Enhancement
Scenario: A team leader wants to boost team performance by understanding how team members view each other's roles and collaboration. Application: The leader requests a 360-degree feedback cycle for the entire team, with each member providing feedback on their peers. This exercise helps clarify expectations, recognize underappreciated strengths, and address any misconceptions or grievances within the team.