360-Degree Employee Feedback
Sometimes referred to as 360 degree feedback, 360 evaluations, or multi-rater assessments, 360-degree employee feedback provides a holistic view of an employee by gathering feedback from an employee’s manager, peers, and direct reports.
The importance of 360 feedback
According to Green Peaks and Cornell’s study of corporate executives, the best predictor of individual success is self-awareness. 360-degree feedback delivers this self-awareness to individuals across an organisation by addressing important knowledge, skills, abilities and other characteristics. Additionally, 360 reviews provide opportunities for managers, peers and direct reports to provide critical developmental feedback that they may not otherwise share. Feedback delivered from various peers, managers, and direct reports helps everyone understand their blind spots.
Although the competencies measured in a 360 review can vary across organisations, departments and job levels, common competencies include things like leadership, teamwork, communication, decision-making and collaboration. Given the continual demands of work, it is easy to get caught up in only looking at how well employees get their jobs done, instead of taking the longer term view to make sure they are developing into the most productive employee they can become. 360-degree feedback helps managers and employees look at competencies that will help develop the individual and the organisation as a whole.
Additional use cases for 360-degree feedback
360 technology is not only used to conduct traditional 360s but is also used to conduct a variety of other assessments/ feedback processes. For example, many organisations use 360 technology to conduct traditional top-down assessments, self-assessments, upward feedback assessments (180s), training feedback, etc. Regardless of the specific type of assessment, it’s critical to define the ultimate goal(s) of the assessment program and design it around those specific goals.