What is 360-Degree Feedback?
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:
Besides these standard ones, the categories of participants can be extended by including:
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:
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Organizational climate fosters individual growth.
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Criticisms are seen as opportunities for improvement.
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Proper framing of feedback method by management.
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Assurance that feedback will be kept confidential.
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Development of feedback tool based on organizational goals
and values.
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Feedback tool includes area for comments.
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Brief employees, appraisers and supervisors about purpose,
uses of data and methods of survey prior to distribution of tool.
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Train appraisers in appropriate methods to give and receive
feedback.
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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.
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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...
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Courses about 360-Degree Feedback.
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The best, top-rated topics about 360-Degree Feedback. Here you will find the most valuable ideas and practical suggestions.
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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...
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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...
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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...
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6 comments
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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...
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14 comments
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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:
- The...
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Advanced insights about 360-Degree Feedback. Here you will find professional advices by experts.
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Various sources of information regarding 360-Degree Feedback. Here you will find powerpoints, videos, news, etc. to use in your own lectures and workshops.
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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...
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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...
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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...
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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...
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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...
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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...
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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...
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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...
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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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