What Is A 360 Degree Feedback?

Introduction

Feedback mechanism is an integral part of organization review. While every employee is evaluated annually based on their performances and are given an appraisal as a mark of appreciation for their work, feedback taken from other employees who usually work with them to understand their perspective of the employee and to evaluate for its growth and development.

What is a 360 degree feedback?

A significant part of Human Resources in organizations is the 360 degree feedback. This mechanism is also known as multi-rate feedback, multi-source assessment or multi-source feedback. The feedback in such a case is taken from employees in a confidential and anonymous mode for other fellow employees. This process usually consists of about a mix of peers, managers, direct reports and others. The feedback is inclusive of both answers measured on rating scale as well as written comments. The employee who is evaluated also receives a self-rating questionnaire to fill that is same as the one given to others.

A 360 degree feedback survey helps in understanding and evaluating the strengths and weaknesses within an organization. The feedback is automatically calculated and is used as a format to devise a development plan for the betterment and growth of the organization. However, no individual responses are disclosed and anonymity is thoroughly maintained.

This mechanism is found to be useful mostly for the employees in non-managerial roles. It helps in understanding their performance rates, areas that they should focus on more and what can help them progress in their current roles and whether they are ready to take up additional responsibilities and move up to a managerial role.

When is it given?

A 360 degree feedback survey is usually conducted during the time of annual appraisal process. Receiving feedback from co-workers, managers and others helps in creating a review platform for the evaluators as well as the employee himself or herself. There could be instances where an employee needs to be communicated about his skills or lack of them in a manner that does not affect his or her productivity. In such cases, getting reviewed by the peer group without knowing their identities may help in understanding his or her qualities better and look forward to improve. In such cases, clear communication without any bias is equally important.

Why is it given?

A 360 degree feedback survey mechanism is used to the qualitative aspects of an employee such as his behavior and competencies on a large scale, how others perceive of a particular employee, skills such as listening power, planning and scheduling of work and if it is in sync with the goals that are set for the employee as well as the team. It also evaluated whether the person is capable or ready to take up leadership roles, any identified changes in his or her character or personality from the previous time and how compatible he or she is with working in a team. All these qualities help in understanding the character of an employee and not judge or evaluate only on the basis of his or her technical knowledge. This procedure helps in reviewing the employees’ strengths and work on the weaknesses that are noticed.

Conclusion

While a manager or a senior team member evaluate an employee based on his or her technical skills and performances, a 360 degree feedback will ensure that the employee is evaluated and review based on his or her personality and character. This helps in deciding the future course of the employees and who should be moved up the ladder according to the peer group and others.

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