What is 360 degree feedback?
If you are thinking about using a 360 feedback process for yourself or for others here are a few things you need to know. It can be a fantastic tool to promote self-awareness but too often it isn't implemented the right way.
Wikipedia defines 360 degree feedback as follows:-
In human resources, 360-degree feedback is employee development feedback that comes from all around the employee.
360 Degree Feedback is also known as multi-rater feedback', 'multi-source feedback', 'multi-source assessment' or 360 Degree Appraisal.
360 feedback has been used by learning and development professionals for many years to help individuals and organisations improve their performance, effectiveness and profitability.
360 feedbacks are not usually statistically valid or reliable and they are full of biased perceptions and rating errors.
If that is true why would you use a 360?
The bottom line is your current behaviour probably makes sense to you. You will only change something if firstly you are aware of it and secondly, if it makes sense to you.
Simply a 360 degree feedback allows you to check in on your views of the world and provide a mechanism for you to test and challenge your own thinking.
This is a critical part of the action learning process and due to busy work enviroments and often poor quality conversations it can be a challenge for many managers to get open and honest feedback.
If you think about your team perspectives hopefully most of them (hopefully) want you to get better and a 360 process offers a potential "safe" way to give critical feedback back to you.
It can however be a bit tricky
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The use of 360 Feedback Approaches
Since 360 degree evaluation reporting is generally broken down into specified relationships, the people being rated can understand the viewpoints from different types of co-workers. Adding open-ended comments can be really useful for participants thinking about the 360 feedback report.
Modern organisations are often "flatter organisations", and often have a greater emphasis on teams. This makes them more conducive for collecting feedback from a range of sources. Especially now since web-based technology has dramatically simplified the administration process and brought down the costs.
Most major companies now use 360 degree feedback as part of their appraisal and development process, and increasingly medium and small businesses are participating in this type of 360 assessment on a regular basis.
Companies use these leadership assessments for executive level coaching, leadership development, leadership assessment, employee evaluations and peer reviews.
What has been your experience with 360's?
What are the advantages of 360 Degree Feedback?
To the individual:
To the team:
To the organization:
1. You generally receive an invitation and or briefing about the 360 degree feedback process, its purpose and benefits, and how it it going to work in your organisation.
2. You complete your own self-assessment, which is compared against feedback from your colleagues. Direct reports, peers, managers, customers or clients, in fact anybody whose opinion you respect and who is familiar with you and your work can be included in the feedback process.
3. You get a report and ideally a guided feedback session with a trained facilitator, whose job is to help you get your "head" around the results.
4. You get an opportunity to reflect on the results, and discuss them with your manager.
5. You start to refine the key areas that you want to focus your development on, and you may formalise this thinking in a personal development plan.