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
Sample Report
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Our 360 Programmes
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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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