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 Forum about 360-Degree Feedback. Start a new topic Share your knowledge or ask a question   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

Best Practices The top-rated topics about 360-Degree Feedback. Here you will find the most valuable ideas and practical suggestions. 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')... 30   23 comments A Simplified 360 Device A simplified, non-threatening and direct version can be used by individual employees to help set their performance targe... 27   1 comments 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 ... 27   8 comments 360, 180 and 540 Degree Feedback 360 degree feedback would involve the person themselves, their manager, selected peers and selected people that the pers... 24   25 comments 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... 20   6 comments Best Providers of 360 Feedback We are currently locked into a 360 degree feedback provider who is becoming inflexible - and expensive... Better no... 16   14 comments 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 ... 15   2 comments 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 coll... 14   20 comments 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 confl... 7   5 comments

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...

Information Sources Various sources of information regarding 360-Degree Feedback. Here you will find powerpoints, videos, news, etc. to use in your own lectures and workshops. How to Give Successful Feedback to Employees Giving Feedback, Conducting a Performance Review, Performance Appraisal This presentation can be used as a guidance for giving feedback to your employees. The presentation includes the followi... How to Implement 360-Degree Feedback Effectively in your Organization 360-degree Feedback, Individual Development, Individual Learning This presentation about the 360-degree Feedback describes how 360-degree Feedback can be implemented and used efficientl... Emotional Intelligence 360 Emotional Intelligence, Management Development, Career Management, Career Assessments Presentation about Emotional Intelligence includes the following sections: 1. Background 1.1 Old versus New Career Par... 10 Common Mistakes in Giving People Feedback Performance Feedback, Performance Appraisal, Giving Feedback, Feedback to Employees Giving proper feedback to other people is important, but hard. In this micro-learning video 10 common mistakes are expla... Employee Performance Management and Performance Appraisals (In depth) Performance Appraisals, Performance Management, Employee Performance In depth presentation about Performance Management and Performance Appraisal. The presentation clearly explains both con... Introduction to 360-Degree Feedback Intitial Understanding of 360-Degree Feedback Amy Kunz summarizes and explains the basics of 360-Degree Feedback: What is 360-Degree FeedbackThe PROs of 360-Degree F... Myths of 360 Degree Feedback 360 Degree Feedback, HR, Performance Appraisals Five myths of 360-degree Feedback 1. 360 surveys alone create positive change - In reality 360s are (just) a tool and i... Steps to Successful 360 Degree Feedback Implementation Implementation of 360 Degree Feedback My company has been supporting 360-degree feedback projects for over 20 years, so we know quite a bit about it! Furtherm... Three Dont's of 360-Degree Feedback Expert Tips on 360-Degree Feedback 360 Feedback can be an excellent developmental instrument in the hands of trained experts but can be completely destruct...

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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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