360 degree feedback

A Summary of 360 Degree

What is 360 Degree Feedback?

360 Degree Feedback is a method of assessment of individuals (such as employees). The name “360 degree feedback” reflects the many directions that information is provided from using this style of evaluation. You can think of the person being assessed as being in the middle of a circle, with their peers responding to the survey from 90 degrees, direct reports from 180 degrees, internal customers from 270 degrees and supervisors from 360 degrees.

360 degree feedback differs from normal evaluations in that the feedback comes from many sources, providing a more balanced evaluation that is usually more accepted by review subjects as fair and objective. As per this system, the performance of an employee will be judged based on comments from not only his superiors but also his colleagues who are with him as a team and his subordinates. Such a system of appraisal is complete in all sense. Such a system of appraisal is complete in all sense. In this system, one cannot accuse someone of making it to the higher grade, because he pleased his boss.

Why is 360 Degree Feedback Used?

360 Feedback is a method of assessment that can enrich an organisation’s human resources through the identification of individuals’ personal development needs, improved feedback and teamwork, and better career development. The end results include improved customer service and a better “bottom line”.

When it comes to evaluating their employees, executives find that accurate feedback can often be very difficult to get. People tell them what they think they want to hear, rather than what they need to hear. This is where 360 degree feedback can help – because the feedback comes from multiple sources and comes anonymously, it provides executives with exactly what they need: frank evaluations.

What are the benefits of 360 Degree Feedback?

Using 360 degree feedback questionnaires can benefit all parties involved in the process. Some of the key benefits to stakeholders in the 360 degree feedback process are as follows:

Benefits to the Individual

• Process helps individuals understand how others perceive them
  
• Personal development needs are revealed
  
• Feedback is essential for learning
  
• Individuals can better manage their careers and performance
  

• Benefits to the Team Increases communication between team members
  
• Supports teamwork by involving team members in the development process
  

• Benefits to the Company Better career development for employees
  
• Improves customer service by having customers contribute to the training
  
• Drives training
  

What are additional names of 360-degree feedback?

Unfortunately, there are many names that refer to the same process, including: 360 feedback, multi-source feedback, multi-rater feedback, multi-rater assessment, full-circle appraisal, upward feedback, and peer evaluation – just to name a few

What type of information should be targeted?

· knowledge – familiarity with job, industry, company

· skills – task proficiency

· behaviors – patterns in relating to the environment (energy, optimism)

· NOT personality traits or styles

How is 360 different from personality or style assessment?

• Style tools measure traits or behavioral preferences, while 360 measures competence
  

• Style explains how you are likely to behave, while 360 explains how you actually behave
  

How many companies are using 360?

According to a recent survey by Towers Perrin, 8 percent of major companies now utilize 360-degree feedback and 69 percent plan to introduce it in the next three years

How often should 360 be rolled out?

Given that people need time to make changes and then, it takes a little while before others perceive that change has taken place, we have found that six month intervals are most appropriate. Six months allows people to create change and then get feedback on their progress so that they can develop next-level goals and action plans. However, some organizations prefer to conduct surveys of just ten to fifteen questions, focusing on a specific topic, such as Running Effective Meetings. These mini-360s are done monthly in conjunction with training on that topic.

How should confidentiality be ensured?

• Confidentiality is important to both the subject and the respondents. If the subject is not guaranteed that the results will remain confidential, they will tend to feel anxiety about the purpose of the process and the use of the data. If the respondents are not guaranteed that their names will not appear on the report or be linked to specific comments or ratings, then they may not provide accurate responses and be completely open. To ensure confidentiality
  

• Select a neutral administrator (e.g. an external consultant or human resources representative)
  

• Print only one report per person
  

• User-names & passwords should be required to access the survey and the response data should be encrypted
  
  

Is 360-degree feedback ever inappropriate?

Yes, when,

· individuals have not been in their roles long enough to provide valid feedback

· there are not enough respondents who truly understand the full scope of the individuals responsibilities

· the group or organization is experiencing or just experienced major change

·there is a high degree of mistrust in the environment