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
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
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
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
Support feedback with back-up services or customized coaching.
Also called Multi-rater Feedback, Multi-source Feedback or 360-Degree Reviews.
Forum about 360-Degree Feedback. Below you can ask a question about this topic, share your experiences, report a new development, or explain something.
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 situations?
For starters, I think a 360 degree feedback system can successfully wor...
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 centre of the 360, those who give their opinion, the one receiving the report, etc....
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. However, certain colleagues are known for their hostile personality. I am afraid they ...
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 beh...
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 sel...
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 supp...
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 the...
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 awarene...
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 re...
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:
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...
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