Research Paper Finds: 360 Degree Feedback Can Strengthen Employee Motivation and Engagement

Sanaullah Bapar · Karamullah Bapar · Nazar Hussain Phulpoto · Syed Muneer Ahmed Shah · Journal of Business Administration and Management Sciences (JOBAMS) · 2024 ·

This study reviewed whether 360 feedback affects employee motivation and engagement. The researchers collected questionnaire data from 105 participants across different private sector organisations. Using quantitative analysis, including correlation and regression methods, they tested whether the 360 feedback process had a significant relationship with the two outcomes.

Key takeaways

• Motivation showed a positive link: The study found that the 360 feedback process had a significant and positive effect on employee motivation.
• Engagement also increased: The findings supported a significant and positive effect on employee engagement. The paper concluded that it strengthened participant commitment and connection to organisational goals.
• Different perspectives matter: The paper suggests that receiving feedback from multiple perspectives can provide a more complete insight rather than relying on a single viewpoint.
• Self-awareness and accountability increased: The researchers linked the positive outcomes to greater self-awareness, accountability and validation. These elements are presented as important reasons why participants receiving 360 feedback may show greater motivation and engagement.
• Validation can strengthen commitment: According to the findings, participants showed greater commitment and loyalty towards organisational goals. The paper connects this with feeling recognised and having their work validated.
• Both hypotheses were supported: The study's two central hypotheses were confirmed: 360 feedback had a significant positive effect on both employee motivation and employee engagement.

What This Means for Your 360 Process

The study objectively linked 360 feedback (when done well) to the following benefits:

• A significant positive effect on employee motivation
• A measured uplift in employee engagement
• The strengthening of commitment towards organisational goals, linked to feeling recognised and validated
• More complete insight through multiple perspectives, rather than relying on a single viewpoint
• Greater self-awareness, accountability and validation

Lumus360 believes that the real learning here is to make sure that when organisations implement 360 feedback, they do it well and not in a way that is a demoralising and disengaging experience, eroding confidence and organisational trust rather than enhancing people development.

In practice, that means avoiding the common pitfall of inadvertently implementing your 360 process badly. Our article 360 Feedback Best Practices: How to Implement 360 Feedback Well provides some great advice on achieving this.