360 DEGREE FEEDBACK

360-degree feedback is also known as ‘multi rater feedback’, ‘multi-source feedback’, Group performance review. This is the feedback on employee that comes from all around the employee. “360” refers to the 360 degrees in a circle. The feedback would come from subordinates, peers, and managers in the organisational hierarchy, as well as self-assessment, and in some cases external sources such as customers and suppliers or other interested stakeholders.

The person receiving the feedback to plan their training and development often uses the results from 360-degree feedback. The results are also used by some organizations for making promotional or pay increase decisions.

Advantages:

• Individuals get a broader perspective of how they are perceived by others
• It is an honest assessment by a variety of constituents
• Senior management generally feels they do not require any training, however 360-degree feedback identifies the areas of concern and development
• More reliable feedback
• Result more acceptable as coming from all stakeholders
• Individual’s real worth is known
• Supporting a climate of continuous improvement
• Focused agenda for development surfaces
• Promotes constructive feedback and open communication
• Provides feedback about leadership and management ‘strength’
• Can be a powerful trigger for change
• It provides information which neither employee nor his/her superior may be aware of
• Gaps are identified in one’s self-perception verses the perception of the manager, peer or direct reports
• The process helps strategic or organizational development

The 360-degree feedback would fail if it does not get the dedicated commitment of top management and HR, resources, planned implementation and follow up.

360-degree feedback system appraises the employee and evaluates the employee on various measurement parameters such as:

• The role in Managing and Leading Change
• Personal Image / perception
• Commercial Awareness/ his present work area knowledge
• His role in Coaching, guiding and Developing Others
• Building Relationship with peers, subordinates
• Strategic Thinking for improvement and company goals
• Thought process for Developing the Organization
• Managing Performance and achievements
• Business/ soft Skills

Feedback Questions:

• What elements of your job do you find most easy and most difficult?
• What do you consider to be your most important achievements of the past year?
• What elements of your job interest you the most, and least?
• What action could be taken to improve your performance in your current position by you, and your boss? OR you consider it was your peak performance?
• What do you like and dislike about working for this organization? Environment, Boss?
• Has the past year good/bad/satisfactory or otherwise for you, and why? What could you not do?
• What do you consider to be your most important tasks in the next year?
• What kind of work or job would you like to be doing in five-year time?
• What sort of training/experience would benefit you?

360-degree feedback system is best in open organization where there are no communication barriers.

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