360 degree feedback, a tool to maximize employee performance
360 degree feedback is a multisource performance review to evaluate employee’s strengths and weaknesses from those who are most aware of his or her daily work. This evaluation allows for an employee to be evaluated in an inclusive, anonymous fashion that they can perceive as accurate. Additionally, the employee reviews him or herself on the same survey to draw attention to gap scores. The employee then receives a comprehensive report of the findings and ideally a followup action plan to help foster positive change.
These 360-degree feedback reports provide benchmarks for individual improvements and the means to track company-wide goals. The success of 360 degree feedback generally influenced from the implementation and followup strategy, which change based on the type of industry and corporate culture.
Other Common Names
- Multisource feedback
- Multi-rater appraisal
- Multi-source assessment
- 360 degree review
- Full circle appraisal
- Comprehensive review
- 360-degree feedback
Who conducts the ratings?
360 degree feedback is conducted by those who are most aware of an employee’s daily performance. This can include managers, peers, reports or even customers. The stakeholders who are involved in this employee’s daily work life are given an anonymous link to fill out the survey. The subject, or employee, is also given a link to rate himself or herself on the same survey through a self evaluation. This variety of stakeholders allows for a more accurate, comprehensive view of how an employee is perceived in an organization and an accurate snapshot of how their goals align with the company’s vision.
What is a 360 self evaluation?
The employee is asked to review him or herself on the same 360 degree feedback survey that the other stakeholders will also evaluate. This personal evaluation helps to mitigate bias as the attention is drawn to gap scores rather than raw scores. A self-evaluation ensures that there is always room for improvement and adds another trusted dimension to the data. Even prior to receiving the 360 feedback results, an employee becomes aware which specific competencies are important in the job, hopefully leading to a consistent performance standard throughout the organization.
What competencies does 360 degree feedback measure?
- Work Ethic
- Many more…
Why 360 degree feedback?
- Drives stronger communication
- Motivation for continuous improvement
- Draws attention to hidden strengths or weaknesses
- Communicates a consistent company goal
- Reduces training and development costs
- Offers quantifiable metrics on performance
Why Cloud Technology?
Feedback in the cloud offers real-time data and analytics so that quantifiable results are always just a click away. This keeps the process paperless to ensure full anonymity, and therefore, more accurate feedback. In the cloud, 360 degree feedback is scalable, easy to set up and transfer data, and able to deploy anywhere around the world. Additionally, this feedback software updates automatically, leaving more time to evaluate data and drive improvement.
What do the final deliverables look like?
Generally, the 360 administrator is provided with a PDF report of an employee’s comprehensive feedback. This 360 degree feedback report consists of charts and graphs to depict the data peers have provided compared to the individual review. To keep it simple, sometimes HR professionals just hand the employees this report, though a more thorough analysis is always recommended. Some companies even hire a third party consultant to analyze this feedback in greater depth and create a behavioral action plan to help drive change.