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360º Feedback

360 Degree Feedback is a system or process in which employees receive confidential, anonymous feedback from the people that work around them. This typically includes the employee’s manager, peers, direct reports and clients. A mixture of around eight to ten individuals complete an anonymous online feedback form that asks questions covering a broad range of workplace competencies. The feedback forms include questions that are measured on a rating scale and also ask observers to provide verbatim comments. The person receiving the feedback also fills out a self-rating survey that includes the same survey questions that others receive in their forms.

Managers and leaders within organisations use 360 feedback surveys to get a better understanding of their own strengths and weaknesses. The 360-feedback system automatically tabulates the results and presents them in a format that helps the feedback recipient create a development plan. Individual responses are always combined with responses from other observers in the same rater category, In order to maintain anonymity and to give the employee a clear picture of his/her greatest overall strengths and weaknesses.

360 Feedback can also benefit those in a non-management role as part of their professional development plan.

Although technically it would not be a full 360 Feedback report, in light of the individual not having direct reports, it does still provide an insightful view on how to be more effective in a current role and what areas to focus on when moving into a management role.

  • How is 360 Feedback used by organisations?

    Typically organisations use 360 Feedback in two ways:

    • As a development tool to enable their employees to recognise their strength and weaknesses and through a developed self-awareness, become more effective within their roles.
    • As a Performance Appraisal Tool to measure employee performance at an annual review or as part of a continuing performance appraisal process.
  • What a 360 Feedback Survey will measure?
    • Behaviours and Competencies
    • Provides a clear insight on how others perceive an employee
    • Addresses skills, such as listening, planning and goal-setting
    • Focuses on subjective areas such as teamwork, character, and leadership effectiveness

Our 360 Programmes

Emotional Competency

The ECI is a structured and systematic way of asking people who know you well, how they see you consistently behaving. Of course, the competencies it measures are those, which are most relevant to work.
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HOGAN perspectives

The (HPI) is the first of a distinctive new generation of personality questionnaires shaped by job performance research. The HPI raises aspirations for personality assessment from mere description of candidates to prediction of their job performance.
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