360-Degree Feedback

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What is 360-Degree Feedback? Meaning.

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.

Discuss New Topic Forum about 360-Degree Feedback. Conditions for Success with 360 Degree Feedback What actions need to be taken to ensure successful 360 degree feedback? In what cases will it be a success? In what situ (...) 11   4 comments 360 Degree Feedback as a Tool for Employee Development Increasing globalization and quick technological changes in the current business environment demand organisations to ach (...) 7   🔥 NEW How to Follow Up After the 360-Feedback? After the 360-Feedback has been gathered, what are the follow-up actions for areas of improvement / promotion / successi (...) 7   6 comments How do You Prepare Participants for a 360 DFB? I'm keen to learn how you introduce the concept to each 360 Degree Feedback (360 DFB) participant (the person at the cen (...) 6   1 comments Dealing with Non-constructive 360 Degree Feedback I am new to this review process at my company. I have submitted names of a few colleagues to provide me feedback. Howeve (...) 3   2 comments What Should Be Appraised in 360 Degree Feedback? To appraise someone's personality, we look for : - Compliance to conducting code (super-ego) - Competence to w (...) 3   360 Degree Feedback Originator? Who propounded the 360 degree feedback approach? (...) 1   1 comments Start a new topic about 360-Degree Feedback Share knowledge or ask a question

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Expert Tips Advanced insights about 360-Degree Feedback. Here you will find professional advices by experts. Fairness of Managers and Leaders: are Fair Leaders More Effective? Management, Leadership, HR, Performance Appraisals In many studies the relationship between fairness and effective leadership is studied. Managers and leaders are often re (...)

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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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