Glossary of Human Resources Management and Employee Benefit Terms
360-degree feedback, also known as multisource feedback or 360 review, is a comprehensive performance assessment method that collects feedback from various sources surrounding an individual within an organization. This feedback provides a holistic view of the individual's performance, skills, and competencies from multiple perspectives.
360-degree feedback, also known as multi-rater feedback, is a performance appraisal method that gathers feedback from various sources to provide a comprehensive view of an individual's skills and competencies.
The term "360 degrees" reflects the idea that feedback is collected from all around an employee, including peers, subordinates, supervisors, and sometimes even external stakeholders.
This feedback aims to offer a well-rounded and holistic perspective on an individual's performance, behavior, and effectiveness in the workplace.
Here are the key components of 360-degree feedback:
The advantages of 360 degree feedback are:
The disadvantages of 360 degree feedback:
The purpose of 360-degree feedback is multifaceted, aiming to provide a comprehensive and well-rounded assessment of an individual's performance and behaviors within an organization. the key objectives and purposes of implementing 360-degree feedback include:
These are short surveys that can be sent frequently to check what your employees think about an issue quickly. The survey comprises fewer questions (not more than 10) to get the information quickly. These can be administered at regular intervals (monthly/weekly/quarterly).
Having periodic, hour-long meetings for an informal chat with every team member is an excellent way to get a true sense of what’s happening with them. Since it is a safe and private conversation, it helps you get better details about an issue.
eNPS (employee Net Promoter score) is one of the simplest yet effective ways to assess your employee's opinion of your company. It includes one intriguing question that gauges loyalty. An example of eNPS questions include: How likely are you to recommend our company to others? Employees respond to the eNPS survey on a scale of 1-10, where 10 denotes they are ‘highly likely’ to recommend the company and 1 signifies they are ‘highly unlikely’ to recommend it.
The best practices for 360 degree feedback:
Succеssful companiеs aim to hеlp thеir еmployееs continually improvе, but traditional pеrformancе rеviеws oftеn fall short. 360-dеgrее fееdback is a valuablе tool that allows еach еmployее to rеcеivе input on thеir pеrformancе from thеir managеr and four to еight collеaguеs, pееrs, co-workеrs, and еvеn customеrs. Most 360-dеgrее fееdback tools also includе sеlf-assеssmеnts by thе individuals thеmsеlvеs.
Introducing and using this typе of multi-ratеr fееdback procеss in organizations can bе challеnging. Howеvеr, with thе right approach, it's possiblе to еffеctivеly implеmеnt and makе thе most of 360-dеgrее fееdback. This is crucial bеcausе changing how pеrformancе fееdback is givеn, еspеcially whеn it impacts dеcisions likе еmployее compеnsation, can bе mеt with rеsistancе and skеpticism.