In today’s rapidly evolving business environment, companies need to be flexible in how they build and manage their workforce. One way to achieve this is by engaging contingent workers who can bring in the skills and expertise that are not available in-house. However, contingent workers come with their own set of challenges, including a lack of alignment with company culture and a lack of clarity on goals and expectations. That is where 360-degree feedback comes in. In this blog post, we will discuss how 360-degree feedback can help you fuel the growth of your contingent talent.

What is 360-degree feedback?

360-degree feedback is a process in which an employee receives feedback from multiple sources, including managers, peers, and subordinates. It is designed to provide a well-rounded view of an employee’s strengths and weaknesses and to identify areas for improvement. The feedback can be used to inform performance evaluations, development plans, and career advancement opportunities.

Why is 360-degree feedback important for contingent talent?

For contingent workers who are not part of the full-time workforce, it can be challenging to get a sense of the company’s culture, expectations, and goals. This can lead to a lack of alignment and direction, which can impact their performance and engagement. 360-degree feedback can provide contingent workers with a better understanding of their role and how they can contribute to the company’s success.

How to implement 360-degree feedback for contingent talent?

Implementing 360-degree feedback for contingent talent requires careful planning and communication. Here are some steps you can take:

1. Identify the stakeholders who will be providing feedback, including managers, peers, and subordinates.
2. Clearly communicate the purpose and process of the feedback to all stakeholders, including contingent workers.
3. Use a structured feedback tool that is customized for contingent workers.
4. Provide feedback training to all stakeholders, so they understand the importance of providing constructive and actionable feedback.
5. Use the feedback to inform performance evaluations, development plans, and career advancement opportunities for contingent workers.

What are the benefits of 360-degree feedback for contingent talent?

There are several benefits of using 360-degree feedback for contingent talent, including:

1. Improved performance and engagement by providing clarity on expectations and alignment with company culture.
2. Increased retention by identifying and addressing issues before they lead to turnover.
3. Increased commitment to the company’s goals and objectives by involving contingent workers in the feedback process.
4. Improved communication and collaboration by promoting open and honest feedback between all stakeholders.

In conclusion, 360-degree feedback is an essential tool for fueling the growth of your contingent talent. By providing a well-rounded view of an employee’s strengths and weaknesses, you can identify areas for improvement that can lead to increased performance, engagement, and retention. By involving contingent workers in the feedback process, you can also increase their commitment to the company’s goals and objectives, which can lead to improved communication and collaboration. So, if you are looking for ways to enhance the effectiveness of your contingent workforce, consider implementing 360-degree feedback today!