360, 180 and 540 Degree Feedback

360-Degree Feedback
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Best Practices
Charles
Business Consultant, United Kingdom

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 their peers - or the person and the people they manage - 2 dimensions.
540 degree feedback is where additional groups are asked to contribute - for example ‘customers’ and other ‘stakeholders’ - 5 or more dimensions.

  ARAVIND
Project Manager, India
 

360,180 and 540 Degree Feedback

360 is good for improving the attributes if it is done properly with good intention
540 in fact it's the first time I am hearing about 540 degree feedback. Can anybody explain it further?

  Prof. Ashvine Kumar
Professor, India
 

The Cost of 360,180 and 540 Degree Feedback

Feedback on what cost?
Are we ready to bear the increased cost due to all these dimensions. I think it's better to talk about cost management too...

  Enrique Benjamin Franklin F.
Professor, Mexico
 

540 Degree Feedback?

It seems a very clever proposal of a feedback of 540 degrees, but I think it would add units of measure which may not be...

  Musyoki Muli
Director, Kenya
 

Lot of Work

360 and all these others sound a bit like summative appraisals. How do they factor in continuous performance appraisal a...

  Thomas N. Meriwether
Professor, United States
 

Using 360-degree Feedback for Development

The 360-degree feedback process is an investment in employee / supervior development. The 360 process works well if deve...

  Don Berry
Manager, United States
 

Head Hurts

As Tom Meriwether intimated unless 360 is part of a structured organizational development toward specific goals... it is...

  John Muka
Consultant, Australia
 

360, 180 and 540 Degree Feedback

Charles, the 360 appraisals with different levels is a good process for performance management and building organisation...

  Mrs c usha rani
Professor, India
 

Performance Audit versus Audit Performance or Auditors Performance

Presently I am writing an article on performance audit versus audit performance or auditor's performance though we have ...

  Hans-Guenter Lindner, Germany
 

Panorama Feedback

Good idea to enhance the 360 degree model. Why don't we think about a multidimensional approach? The question is: why s...

  Eddie Ozols, Australia
 

360, 180, 540

The 360 is called that in Australia and does include peers, managers, colleagues and external stakeholders such as partn...

  John Muka
Consultant, Australia
 

Re: Panorama Feedback

Hans, yes there are countless feedback management systems out there and new ones are probably on their way as we speak.....

  Madan Gopal Agarwal
Business Consultant, India
 

180, 360, 540 Degrees System

540 degrees is the most universal system followed globally in all so called 'world-class' or 'best managed' companies. ...

  Michael Goss
Student (University), Ireland
 

Focus Groups for Feedback?

Focus Groups could be very useful in this context where the feedback given is in primary form. This type of information ...

  Michael Del-Colle, United States
 

180 / 360 / 540

I personally prefer 180 for mid-year reviews; 360 for the annual review - and then extend to 540 for select individuals ...

  Jose Luis Roces
Professor, Argentina
 

A Different Version of 540 DGF

As a 540 variant, we (as consultants) have done with great success, for evaluating intra-individual leadership competenc...

  catherine makumi, Kenya
 

360 Appraisal

Although 360 appraisal method is effective, it is costly and time consuming, however, it's critical to get to know an em...

  MEGALA
Teacher, India
 

540 Appraisal

Is a 360 appraisal with in addition a case analysis on the candidate by giving a situation instantaneously and asking th...

  Alejandro Gonzalez, Chile
 

540 Degree Reviews

It seems to be a very good tool because includes not only the internal perception but customer or external vision too. I...

  Ed Robins
Consultant, Australia
 

Extending Multi-rater Questionnaires to External Parties

I have used several forms of the 360 or multi-rater questionnaire, and believe that extension of the raters to external ...

  V. L. KHUZWAYO
Student (MBA), South Africa
 

540 Degree Appraisal is Costly

I am still an MBA student, not yet a manager. In regards to the topic above I agree with the view that in general the 36...

  MANYENJE, Malawi
 

540 Degree Appraisal for Services Sector

My view is that the 540 degrees appraisal would be more ideal in the service sector, where client satisfaction can best ...

  Michael Del-Colle, United States
 

Objective 540 Client Feedback

In the 540 process, the client selection is critical to a balanced review and good feedback. Relying solely on employee...

  Dr Ramakrishnan
Management Consultant, India
 

360, 540, 180 Degree Feedback Etc

360 degree feedback can be understood as logical. But I fail to understand the logic of 90, 180, 540 etc because the tot...

  Ron Goodman
Consultant
 

180, 360, 540 Effectiveness with Variance

180 has actually been traditionally used before 360. And 180 still makes sense if you think of for example succession e...

  Dr Robin C Hesler, Canada
 

360 180 540 Feed Back

What is the reference for degree feedback so I can study it more? Many people are calling appraisals 360 degree yet the...

 

More on 360-Degree Feedback:
Summary
Forum
Conditions for Success with 360 Degree Feedback
360 Degree Feedback as a Tool for Employee Development
🔥How to Follow Up After the 360-Feedback?
How do You Prepare Participants for a 360 DFB?
Dealing with Non-constructive 360 Degree Feedback
What Should Be Appraised in 360 Degree Feedback?
360 Degree Feedback Originator?
Best Practices
360 Appraisal Versus Indigenous Systems and Culture
A Simplified 360 Device
Watch out for Abuse of 360 Degree Feedback!
👀360, 180 and 540 Degree Feedback
Benefits of 360 Degree Appraisals
Best Providers of 360 Feedback
360 DFB - Flaws in Feedback
360 DFB Must be a Continuous and Open Process
360 Degree Feedback as a Tool for Team Development?
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