360-Degree Feedback

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Description of 360-Degree Feedback. Explanation.

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Definition 360-Degree Feedback. Description.


360-degree surveyA 360-Degree Feedback is an Appraisal technique in which an image of an employee is produced from multiple angles, leading to a circular (hence: 360°) picture of the employee. The method can be seen as an extended variant of the Peer-Appraisal. People participating in a 360° review normally include:

  • The person her / himself

  • Manager

  • Selected colleagues / peers (from other departments)

  • Selected subordinates (people the person manages)

Besides these standard ones, the categories of participants can be extended by including:

  • Clients / customers

  • Business partners

  • Other stakeholders

  • Any other business contacts of the employee

Typically, the appraisers provide feedback about the employee's competences, skills and behaviors using an anonymous questionnaire-based 360° feedback form. The method can be used as an introduction phase of an appraisal by the manager of the employee. An advantage of doing so is that it provides the employee and the employer with the opportunity to involve a wider range of opinions in the appraisal process. It can be combined with a Self-Appraisal to reflect the employees own thoughts about his performance and the reasons behind it.


Advantages of doing 360-Degree Feedback reviews include a decrease of subjectivity, bringing in a wider range of opinions, helping to increase the size of the future-oriented part of the manager appraisal. A disadvantage is the time and effort that needs to be spent. For a motivated and social coherent group of people this disadvantage should be no obstacle.


The following environmental attributes / factors are believed to be conducive for successful 360-degree feedback:

  • Organizational climate fosters individual growth.

  • Criticisms are seen as opportunities for improvement.

  • Proper framing of feedback method by management.

  • Assurance that feedback will be kept confidential.

  • Development of feedback tool based on organizational goals and values.

  • Feedback tool includes area for comments.

  • Brief employees, appraisers and supervisors about purpose, uses of data and methods of survey prior to distribution of tool.

  • Train appraisers in appropriate methods to give and receive feedback.

  • Support feedback with back-up services or customized coaching.

Also called Multi-rater Feedback, Multi-source Feedback or 360-Degree Reviews.




360-Degree Feedback Forum (12 topics) Help
  360 Appraisal Versus Indigenous Systems and Culture
In South Africa we have an indigenous traditional culture called Ubuntu (which is also referred to as 'The African Way').
I am curious as to how can you carry out an appraisal within societies that have a strong belief in their ...
     
  Watch out for Abuse of 360 Degree Feedback!
The quality of the feedback depends on the attitude and skills of the management. If management is not caring about the efforts made by the team leader or by the team, and instead of giving moral support are abusing the team leader as he is be...
     
  A Simplified 360 Device
A simplified, non-threatening and direct version can be used by individual employees to help set their performance targets and measures. It is conducted by the appraisee to the appraisee for their self evaluation and can be anonymous. It simpl...
     
  Best Providers of 360 Feedback
We are currently locked into a 360 degree feedback provider who is becoming inflexible - and expensive...
Better not mention their name in case of re-percussions..
Does anyone have an idea of the relative merits and costs of other providers...
     
  360, 180 and 540 Degree Feedback
360 degree feedback would involve the person themselves, their manager, selected peers and selected people that the person manages - 4 dimensions.
180 degree feedback could be just the person and their manager - or the person and t...
     
  Benefits of 360 Degree Appraisals
By using 360-degree feedback as part of your staff appraisal and development process you can bring some serious benefits to both your business and your people:
1. People gain much better self awareness by learning how their colleagues per...
     
  What Should Be Appraised in 360 Degree Feedback?
To appraise someone's personality, we look for :
- Compliance to conducting code (super-ego)
- Competence to working requirements (ego)
- Completion to working task (id).
To appraise someone's behavior, we can use th...
     
  360 DFB - Flaws in Feedback
As a CEO and executive coach, I make extensive use of 360 DFB to understand my coachees better. However, in my view, an assessor of any 360 DFB must be alert to two potential flaws in feedback:
- The Stereotype effect (past experiences cr...
     
  360 DFB Must be a Continuous and Open Process
360 is a continuous feedback mechanism. Organizations which have 360s as a major tool for people development mostly collect feedback on regular intervals. Some do it half yearly, some yearly and so on depending on the pattern they decide.
...
     
  360 Degree Feedback as a Tool for Team Development?
Does anyone have experience from using 360 degree feedback for the development of teams, or as a tool for settling conflicts? I would like to hear about how one can go about doing that....
     
  360 Degree Feedback Originator?
Who propounded the 360 degree feedback approach?...
     
  360 feedback assessment training
To whom it may concern, Are there any online training on how to create, design, implement and read the results available? Kindest regards Dee...
     



360-Degree Feedback Special Interest Group


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Compare with: Performance Appraisal  |  Self-Appraisal  |  Peer-Appraisal  |  Pre-Employment Screening  |  Career Management  |  Management by Objectives  |  Behavioral Observation Scales  |  Competency-based Approach  |  Behaviorally Anchored Rating Scales  |  CSFs and KPIs  |  Result Oriented Management  |  Employee Attitude Survey

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