HR glossary / A / 360-degree feedback

360-degree feedback

Definition

The 360-degree feedback, also known as multi-source assessment, is a method of evaluating employees where input is gathered about their performance from various individuals in their professional environment. This can include direct superiors, subordinates, peers, and in some cases, clients. The primary aim of this method is to get a comprehensive picture of an employee’s competencies and behaviors by taking into account opinions from multiple sources.

360-degree feedback is considered one of the most holistic evaluation tools since it allows for the identification of an employee’s strengths and weaknesses from diverse viewpoints. Unlike traditional performance evaluations, which primarily focus on the opinion of a direct superior, this system accommodates a variety of experiences and perspectives. As a result, the employee receives a more balanced and comprehensive view of their actions within the organizational context.

However, for the 360-degree feedback to be effective, careful planning and thoughtful implementation are required. Gathering and analyzing information needs to be done systematically, and the feedback should be delivered in a constructive and fact-based manner to avoid unnecessary conflicts or misunderstandings.

FAQ

How does 360-degree feedback differ from traditional performance reviews?

Unlike traditional performance reviews, which typically involve only the views of a direct manager, 360-degree feedback incorporates insights from a wider circle of coworkers. This multi-rater approach provides more diverse perspectives, helping employees understand how their behavior and performance are perceived by others in various interactions within the workplace.

360-degree feedback can enhance transparency and increase self-awareness among employees. It fosters open communication and helps build a culture of trust by involving various members of the organization in the feedback process. Additionally, it aids in personal development and strengthens team dynamics by encouraging a broader understanding of interpersonal relationships in the work setting.

The primary challenges include ensuring anonymity to promote honest feedback, avoiding biases that can affect the integrity of the feedback, and handling feedback that may be perceived as negative. Successful implementation requires a well-defined process, training for participants on providing constructive feedback, and follow-up actions to address development areas identified through the feedback.

Uses

Leadership development

Enhances leaders’ understanding of their impact on others and identifies key areas for leadership skills enhancement.

Team development

Improves team dynamics by fostering mutual understanding among team members regarding each other’s strengths and weaknesses.

Personal growth

Promotes personal growth and greater self-awareness by providing insights into how one’s behavior is perceived by others.

Performance improvement

Identifies discrepancies between self-perception and how others view an employee’s performance, guiding targeted performance improvement.

Succession planning

Helps identify high-potential employees for leadership roles by assessing their competencies and readiness from multiple perspectives.

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