It is now common to hear organizations talking in terms of a 360-degree feedback. Is this just another fashionable term to hit the market? Or does it have something to offer that is different from earlier yardsticks? What is a 360-degree feedback? How is it different from other assessments, and what difference does it actually make to an organization?
The term is rather self-explanatory. A 360-degree feedback is an all-round performance measurement index. What is the "all-round" aspect here? It simply means that in a 360-degree feedback, assessments are not done unilaterally and at one source. This leads us to what it actually is: It is a multi-layered assessment technique.
Why a 360-degree feedback?
The aim of a 360-degree feedback is to ensure that no prejudices creep in at the time of an assessment. In this sense, it certainly is a proper tool because, in the event of one single manager or supervisor making an assessment, there is every chance that it could be biased, for good or for bad. What if the employee being assessed is really good but is not on good terms with the reporting manager? Should she suffer negative feedback because of this reason? Conversely, what if a really bad employee gets good feedback because of the opposite reason—that of being in the good books of the reporting manager?
It is to avoid all these that a 360-degree feedback does not stop with one assessment. It goes up to higher levels, ranging from four to sometimes even eight supervisors, if the hierarchy permits that. The idea of a 360-degree feedback at its core is to ensure that transparent and accountable steps are taken.
Drawbacks
Despite all its good intentions, it should be admitted that a 360-degree feedback is far from perfect. Why? One, it could lead to bad blood between the reporting manager and his higher-ups whenever there is a serious difference of opinion regarding a candidate's assessment. It is natural for the immediate reporting manager to feel slighted when his assessments are shot down by people to whom the candidate rarely reports directly.
Secondly, the selection of the persons doing the assessment could play a major role in the accuracy of the assessment. In this sense, it is akin to a trial by jury, where neutral and disinterested persons are selected to aid in decision-making. When employees whose objectivity is doubtful are selected to carry out the assessment, it leads to faultiness, defeating the purpose of having an all-round assessment.
Once an organization takes steps to correct these factors, a 360-degree assessment could be a great tool for the organization.
From India, Bangalore
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18The term is rather self-explanatory. A 360-degree feedback is an all-round performance measurement index. What is the "all-round" aspect here? It simply means that in a 360-degree feedback, assessments are not done unilaterally and at one source. This leads us to what it actually is: It is a multi-layered assessment technique.
Why a 360-degree feedback?
The aim of a 360-degree feedback is to ensure that no prejudices creep in at the time of an assessment. In this sense, it certainly is a proper tool because, in the event of one single manager or supervisor making an assessment, there is every chance that it could be biased, for good or for bad. What if the employee being assessed is really good but is not on good terms with the reporting manager? Should she suffer negative feedback because of this reason? Conversely, what if a really bad employee gets good feedback because of the opposite reason—that of being in the good books of the reporting manager?
It is to avoid all these that a 360-degree feedback does not stop with one assessment. It goes up to higher levels, ranging from four to sometimes even eight supervisors, if the hierarchy permits that. The idea of a 360-degree feedback at its core is to ensure that transparent and accountable steps are taken.
Drawbacks
Despite all its good intentions, it should be admitted that a 360-degree feedback is far from perfect. Why? One, it could lead to bad blood between the reporting manager and his higher-ups whenever there is a serious difference of opinion regarding a candidate's assessment. It is natural for the immediate reporting manager to feel slighted when his assessments are shot down by people to whom the candidate rarely reports directly.
Secondly, the selection of the persons doing the assessment could play a major role in the accuracy of the assessment. In this sense, it is akin to a trial by jury, where neutral and disinterested persons are selected to aid in decision-making. When employees whose objectivity is doubtful are selected to carry out the assessment, it leads to faultiness, defeating the purpose of having an all-round assessment.
Once an organization takes steps to correct these factors, a 360-degree assessment could be a great tool for the organization.
From India, Bangalore
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360-Degree Feedback: A Comprehensive Tool for Performance Evaluation
360-degree feedback is a calibrated survey utilized for performance evaluation, especially when an employee works under more than one manager. In such cases, 360 feedback must be integrated into the appraisal process in a manner that allows the direct reporting manager to gather inputs from other line or functional managers, focusing on competencies and skills. Such feedback is immensely helpful in creating a development plan for the employee. However, without HR technology, managing this approach becomes challenging.
Utilization by CEOs
The 360 feedback process is effectively utilized by some CEOs to understand the perceptions of people about those they wish to elevate to senior leadership positions. This helps study their acceptability in the environment. In this way, the tool also aids in developing plans for senior personnel within the organization.
Well, the intelligent design and effective use of the 360-degree feedback process have contributed to the growth of many organizations. To that extent, the fears expressed while initiating this discussion may be unfounded.
From India, Delhi
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360-degree feedback is a calibrated survey utilized for performance evaluation, especially when an employee works under more than one manager. In such cases, 360 feedback must be integrated into the appraisal process in a manner that allows the direct reporting manager to gather inputs from other line or functional managers, focusing on competencies and skills. Such feedback is immensely helpful in creating a development plan for the employee. However, without HR technology, managing this approach becomes challenging.
Utilization by CEOs
The 360 feedback process is effectively utilized by some CEOs to understand the perceptions of people about those they wish to elevate to senior leadership positions. This helps study their acceptability in the environment. In this way, the tool also aids in developing plans for senior personnel within the organization.
Well, the intelligent design and effective use of the 360-degree feedback process have contributed to the growth of many organizations. To that extent, the fears expressed while initiating this discussion may be unfounded.
From India, Delhi
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Just to add, a 360-degree evaluation is a process by which a person is evaluated from all angles, from all corners. They are evaluated not only by their boss and superiors but also by peers, colleagues, and subordinates. In this process, one is evaluated by team members of other departments as well. I have even seen evaluations by outsiders. It is a 360-degree evaluation, also known as multi-rater or multi-source evaluation. It includes self-evaluation too.
In an organization, each person is a customer to others; they are called an internal customer. It is a process of internal customer survey when it is restricted within the organization. This process yields different outcomes. Therefore, it should be used exclusively for development purposes and in evaluating overall performance.
From India, Mumbai
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In an organization, each person is a customer to others; they are called an internal customer. It is a process of internal customer survey when it is restricted within the organization. This process yields different outcomes. Therefore, it should be used exclusively for development purposes and in evaluating overall performance.
From India, Mumbai
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What I understand from your perception of 360-degree feedback is that it is a multilayered feedback system. However, it's not just that; 360-degree feedback means it is gathered from your subordinates, your superiors, your peers, and yourself. This may change to include customers, suppliers, subordinates, and superiors, depending on the type of dealings.
Thank you.
From India, Delhi
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Thank you.
From India, Delhi
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Thanks for your comments and suggestions appreciating our write-up on 360-degree feedback. We enjoyed reading your responses. Indeed, as you suggest, if done in the right earnest and with objectivity, this can be a neat tool for candidate evaluation. This system can help tremendously in removing individual managers' biases, which is essentially what it is designed for.
Yes, the fact of assessment made after feedback from different layers (levels) is what makes it multi-layered! That completes the loop, which is what gives it its name. Thanks for your response!
Regards
From India, Bangalore
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Yes, the fact of assessment made after feedback from different layers (levels) is what makes it multi-layered! That completes the loop, which is what gives it its name. Thanks for your response!
Regards
From India, Bangalore
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5 STAR MODEL OF PERFORMANCE EVALUATION - 360 degree.pdf
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