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.
Typically organisations use 360 Feedback in two ways:
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