360 Degree Feedback
What is 360 feedback?
360 feedback, also known as multi-rater feedback, is a process in which one person, often referred to as the subject, receives anonymous feedback from the people that he/she works with. The people involved in the feedback process can include, but are not limited to, managers, peers, direct reports, customers, and the individual being evaluated. Individual ratings and feedback are typically provided by at least 6 – 12 people. All responses are aggregated to ensure that each person’s individual responses remain confidential.
Each person involved in the 360 process completes an online survey that measures a broad range of work-related competencies. Ratings, or scores, are provided for each question and written comments are included to supply more in-depth information for the individual being rated. The information collected from the 360 process is used to get a better understanding of individual strengths and weaknesses and assists in creating personal development plans based on the feedback from multiple sources.
Typical uses of 360 feedback
360 feedback can be used for many purposes; however, there are three major purposes, or goals, for using 360 feedback.
- Individual development: Individual development is the most popular use of 360 feedback. The feedback collected during the 360 process helps increase individual levels of self-awareness while providing data that is used in personal development plans. When used for individual development, coaching is often incorporated into the feedback process.
- Administrative decision making: 360 feedback can be used to assist in making both individual and organizational decisions. 360 feedback can be used as part of a company’s performance management system to provide performance-based feedback on employee performance. The information collected in the 360 process can also be used to assist with succession planning decisions.
- Organizational development: 360 feedback can assist with many organizational interventions such as: teamwork, communication, and increasing customer feedback.*Organizational Surveys, Kraut
What does 360 feedback measure?
360 feedback is used to measure numerous work-related competencies and behaviors. Examples of competencies used in the 360 process include, but are not limited to: leadership, communication, teamwork, listening, developing others, customer focus, strategic planning, communicating the vision, and building relationships.
Who can benefit from the 360 process?
The 360 process can benefit anyone, at any level of the organization. The 360 process can be used to provide performance-based feedback to CEOs/presidents, senior level executives, team leads, sales staff, and high potential employees.
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