360-degree Feedback

Definition

360-degree feedback is an evaluation method that incorporates feedback from the worker, his/her peers, superiors, subordinates, and customers. Results of these confidential surveys are tabulated and shared with the worker, usually by a manager. Interpretation of the results, trends and themes are discussed as part of the feedback. The primary reason to use this full circle of confidential reviews is to provide the worker with information about his/her performance from multiple perspectives. From this feedback, the worker is able to set goals for self-development which will advance their career and benefit the organization. With 360-degree feedback, the worker is central to the evaluation process and the ultimate goal is to improve individual performance within the organization. Under ideal circumstances, 360-degree feedback is used as an assessment for personal development rather than evaluation.





OBJECTIVES OF 360 DEGREE FEEDBACK

  • Focuses on personal and career development.
  • Helps in creating personalized action plan.
  • Focuses on team effectiveness skills.
  • Allows group to come together on goals.
  • Performance assessment.
  • Development of employee.


USES OF 360 DEGREE FEEDBACK

  • Performance appraisal.
  • Performance management.
  • Attitude survey.
  • Customer satisfaction survey.
  • Organisation climate survey.
  • Training needs assessment.
  • Evaluation of training.
  • Employee development.


BENEFITS OF 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 workers, evaluaters and supervisors about purpose, uses of data and methods of survey prior to distribution of tool.
  • Train workers in appropriate methods to give and receive feedback.
  • Support feedback with back-up services or customized coaching.


LIMITATION OF 360 DEGREE FEEDBACK

  • Feedback tied to merit pay or promotions.
  • Comments traced to individuals causing resentment between workers.
  • Feedback not linked to organizational goals or values.
  • Use of the feedback tool as a stand alone without follow-up.
  • Poor implementation of 360-degree tool negatively affects motivation.
  • Excessive number of surveys are required of each worker with few tangible results provided to individuals.

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