360 Degree Feedback is a system or process in which employees receive confidential, anonymous feedback from the people who work around them. This typically includes the employee's manager, peers, and direct reports. A mixture of about eight to twelve people fill out an anonymous online feedback form that asks questions covering a broad range of workplace competencies. The feedback forms include questions that are measured on a rating scale and also ask raters to provide written comments. The person receiving feedback also fills out a self-rating survey that includes the same survey questions that others receive in their forms.
Managers and leaders within organizations use 360 feedback surveys to get a better understanding of their strengths and weaknesses. The 360 feedback system automatically tabulates the results and presents them in a format that helps the feedback recipient create a development plan. Individual responses are always combined with responses from other people in the same rater category (e.g. peer, direct report) in order to preserve anonymity and to give the employee a clear picture of his/her greatest overall strengths and weaknesses.
360 Feedback can also be a useful development tool for people who are not in a management role. Strictly speaking, a "non-manager" 360 assessment is not measuring feedback from 360 degrees since there are no direct reports, but the same principles still apply. 360 Feedback for non-managers is useful to help people be more effective in their current roles, and also to help them understand what areas
they should focus on if they want to move into a management role.
The main purpose of 360 degree feedback is to ensure each individual understands their own strengths and weaknesses. This form of feedback that allows multiple raters, including peers, supervisors, and external stakeholder, contributes insights into aspects of the individual's work that need professional development.
Apart from the fact that 360 degree feedback, gives an employee several different perspectives, it also:
The different stakeholders involved in 360 degree feedback, that is also known as multi-rater or multi-source feedback, include:
These are some must-have features of a 360 degree feedback tool:
360-degree feedback benefits organisations in three main ways:
A 360-degree performance feedback process provides a holistic and unbiased view on an employee's skills, increases the employee’s self-awareness, sets a clear understanding of work expectations, and facilitates open communication, therefore encouraging their development, increasing productivity and evetually improving performance.
Yes. 360 degree feedback provides well-rounded information gathers from a multitude of relevant stakeholders, that allows for the holistic development of the employee, improved team productivity, and helps foster a culture of continuous improvement thus leading to a highly engaged and strong workforce.
There are a few circumstances within which the 360 degree feedback process is not recommended, these include cases when:
The employee, the manager, and a trusted mentor or third party are the only ones who should receive the feedback report.
Personality or Psychometric profiling style assessments measure preferences and then predicts how an employee would most likely behave, however, 360 Degree Feedback focuses more on the observed behavioural competencies.