Execute 360-Degree Feedback for Deskless Workers – Effective Tips & Tricks

Have you ever thought about how businesses get a comprehensive idea of their employees’ performance, especially those who don’t work from the office? It is where 360-degree feedback can be a game-changer in employee development. This feedback system collects information from everyone around an employee, creating a complete overview of their strengths and areas for improvement.

But what happens when you need to implement this for deskless workers, who make up 80% of the global workforce? These employees are on the move, spread across diverse locations, and often lack stable access to technology. In such circumstances, businesses follow a 360-degree feedback process.

Now, you might be wondering: what is 360 feedback for deskless staff and how do you adapt this feedback for these workers?

Well, this blog is for you! Let’s explore practical strategies on how to conduct 360-degree feedback for deskless workers to ensure every voice is heard and every worker receives constructive feedback, no matter where or how they work.

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Adapting the 360-Degree Feedback Process for Mobile Workers

According to a report, 89% of companies using 360-degree feedback report substantial growth in employees understanding their strengths and areas of improvement. Sounds impressive, right? Hence, to adapt the 360-degree feedback process for mobile workers, it is necessary to follow some critical steps that are effective and inclusive. These steps are as follows: 

Identifying Feedback Sources

It is important to determine suitable feedback sources to adapt the 360 feedback for deskless staff. These sources should offer a complete and balanced overview of the employee’s performance and behavior.

• Managers: Managers are vital because they oversee daily activities done by people who work away from their desks. They give insight into job performance, among other things, like following company rules or aligning personal goals with those of the organization.
• Colleagues: Incorporating feedback from peers, both deskless and office-based, offers a diverse viewpoint on the employee’s interpersonal aptitudes, teamwork, and teamwork capabilities. Colleagues often witness the employee’s behavior in various contexts and provide valuable insights into their associations within the team.
• Internal Customers: Some companies have internal customers whom field workers meet frequently while executing tasks assigned to them. Feedback received from these stakeholders may shed light on whether an employee is good at cross-functional collaboration, customer care services, or contributing to interdepartmental projects.
• External Clients: For roles involving direct customer interaction, such as delivery drivers or customer service representatives, feedback from external stakeholders—particularly customers—provides invaluable insights. Customer feedback highlights the employee’s customer service skills, responsiveness, and ability to meet customer expectations, enriching the feedback process with real-world perspectives.

Also Read: How to Deliver Effective Feedback for Deskless Employees?

Tailoring the Feedback Methods

Once you determine the feedback sources, the next stage is to prepare the feedback processes to suit the deskless workers’ environment. Given their restricted access to technology, standard online surveys and email-based feedback collection might not be possible. Here are some alternative approaches:

• Paper-Based Surveys: Paper-based surveys can be viable for deskless employees who may lack standard access to digital devices or internet connections. These surveys can be circulated physically or through centralized locations like team meetings, ensuring all employees have a chance to participate.
• Mobile Apps: When it comes to collecting feedback from deskless workers, mobile apps offer the convenience of receiving inputs via smartphones. Such apps must be easy to use, readily available without an internet connection, and work well on different operating systems that meet various levels of technology among employees.
• Phone or Video Conferencing: Distance should never become a barrier when providing feedback sessions for geographically dispersed teams or employees working remotely. Therefore, conducting them via telephone or video conferencing is a good idea instead. This approach enables managers and peers to respond immediately, even if they are far apart in space.
• Observation Tools: Roles involving specific job functions, such as safety protocols or customer interactions, can use observation tools. Direct observations by superiors or assigned observers form the basis for this kind of feedback as they provide objective data collated from other forms of information.

Also Read: Measuring the ROI of Feedback: How Investing in Frontline Workers Pays Off

Ensuring Anonymity

To ensure honest responses during the 360-degree feedback process, maintaining anonymity is extremely important. Deskless workers should feel that their opinions will not be known by anyone else but us hence they will not suffer any negative consequences because of it.

• Secure Online Surveys: Deploying secure online survey platforms that include anonymity features can facilitate confidentiality in respondents’ identities. These platforms must adhere strictly to the stipulated data protection regulations and use encryption methods to prevent unauthorized access to feedback data.
• Third-Party Facilitators: To maintain the privacy and impartiality of 360-review feedback, it is recommended that third-party facilitators be engaged in administering and collecting responses. They independently manage the feedback process, keeping individual responses anonymous and neutrally presenting aggregated ones.

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Delivering Effective Feedback to Deskless Workers

Planning carefully and considering the unique circumstances of deskless workers is necessary if one wants to give feedback effectively. This can be done by getting ready for feedback conversations and making feedback sessions accessible.

Preparing for Feedback Conversations

The success of the 360-degree feedback process depends on effective feedback delivery. Managers should know how to correctly interpret feedback reports and conduct discussions based on that information.

• Training Managers: Education should be provided for managers on accurate interpretation of feedback reports and facilitation of constructive dialogue around them. Such training must stress the need to focus on strengths and development areas. This ensures that all constructive criticisms are balanced against an employee’s strong points, which could act as catalysts for positive change.
• Emphasizing Strengths and Development Areas: Feedback sessions need to recognize employees’ accomplishments while pointing out where they still need improvement. A manager should consider both sides during such meetings because this will make workers feel appreciated and motivated at the same time, prompting them to work harder.

Also Read: The Role of Feedback in Improving HR Communication for Frontline Employees

Accessibility of Feedback Sessions

Flexibility regarding location, timing, or even technology used is crucial when dealing with individuals who work at flexible times.

• Flexible Scheduling Options: Offering feedback sessions during evenings or weekends can ensure that all workers have the chance to participate, regardless of their time zones or job shifts. Flexibility in scheduling indicates the organization’s commitment to inclusivity and employee development.
• Phone or Video Conferencing: Using telephone or video conferencing for feedback sessions can bridge the gap for geographically dispersed workers. This approach allows managers to conduct meaningful feedback conversations without needing physical presence, ensuring that all employees obtain the support they need.

Maximizing the Impact of 360-Degree Feedback

To make 360-degree feedback more effective, expectations should be appropriately set, and an action planning and follow-up process must be established.

Setting Clear Expectations

To gain buy-in from deskless workers, it is necessary to communicate why one needs to give feedback using a direct approach.

• Purpose and Benefits: One should communicate that the main aim for 360-degree feedback is employee development support but not performance appraisal for disciplinary action. This can help reduce anxiety around this process and motivate people to participate.
• Development Over Evaluation: Highlight that the feedback process is designed to determine strengths and areas for improvement, promoting a culture of continuous learning and professional development. This approach helps build a favorable and supportive environment for feedback.

Action Planning and Follow-up

For any meaningful growth to occur from 360-degree feedback, there must be some kind of follow-up, or it will not yield much results.

• Development Plans: Workers who do not work at desks should be motivated by making them create personal development plans after getting such inputs. These schemes need to target specific areas of weakness with corresponding action steps and timelines within which desired changes are expected.
• Follow-up Meetings: Schedule regular follow-up meetings to track progress, provide additional support, and address ongoing challenges. Continuous follow-up ensures that feedback is not a one-time event but an ongoing process that drives sustained development and growth.

Also Read: 5 Ways to Make Getting Employee Feedback Part of Your Routine

Final Thoughts

To sum up, effective 360-degree feedback for deskless workers promotes a sense of belongingness and appreciation, showing employees that their contributions are noticed and valued from all angles. It empowers them with a clear sense of their strengths and areas for improvement, driving motivation and engagement. In the end, the success of 360-degree feedback lies in its power to bring about significant change. Through these efforts, companies can promote a resilient, dynamic, and highly engaged workforce ready to meet the challenges of tomorrow.

Elevate your feedback process and empower your deskless workforce with The Employee App! This platform is designed to effortlessly integrate 360-degree feedback for employees on the go, ensuring that everyone, regardless of location or access to technology, receives the comprehensive evaluations they deserve. Schedule a demo today for further information.

Frequently Asked Questions

How can we ensure the anonymity of feedback for deskless workers?

One way to ensure anonymity is through third-party administrators who will collect responses while keeping the respondents’ identity secret. Also, using secured digital platforms can help protect privacy during the process and clearly state confidentiality policies so participants know their feedback will be treated with utmost care.

What are some practical methods for collecting feedback from deskless workers?

Effective methods include mobile-friendly surveys, in-person or telephone interviews, and paper-based surveys. These approaches accommodate the varying technological access and geographical dispersion of deskless workers, ensuring comprehensive feedback collection while being practical and inclusive.

How can feedback sessions be made accessible to deskless workers?

Accessibility can be improved by offering flexible scheduling, utilizing remote communication tools like video or phone calls, and considering language and literacy levels. This ensures that feedback sessions are convenient and understandable for all deskless workers, regardless of location or background.

What steps should be taken after delivering 360-degree feedback to deskless employees?

After delivering feedback, creating action plans with clear objectives and timelines and planning regular follow-up meetings to monitor progress is essential. These steps ensure feedback leads to substantial improvements and continuous development for deskless employees.