What is 360 Degree Feedback?

360-degree feedback or multi-rater feedback is used by corporations to evaluate the performance of employees. This evaluation determines the appraisal of the staff. In this method, the appraise receives feedback from her/their/his peers, supervisors, clients (seldom), and others, who are identified by the person being evaluated. For assessment purposes, the organisation prepares a standardised questionnaire. This questionnaire assesses the problem-solving, communication, leadership, and collaborative skills of the appraise. Based on the rating of the person being evaluated, she/they/he can determine her/their/his career path. However, this method has its limitations, which are mentioned in the subsequent sections.

Keep reading the blog to learn more about this appraisal evaluation method!!

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What is 360 Degree Feedback?

This feedback is also known as multi-source feedback or multi-rater feedback. It is a performance appraisal method that involves collecting feedback from various sources about an individual’s skills, competencies, and behaviours. The “360-degree” aspect refers to the fact that feedback is gathered from all around an individual, including supervisors, peers, subordinates, and sometimes even external stakeholders like clients or customers.

360 Degree Evaluation Method

Here is a breakdown of 360 Degree Feedback assessment method:

• The person being evaluated (the “appraisee”) identifies a group of individuals who will provide feedback. This typically includes supervisors, peers, direct reports, and sometimes clients or other relevant parties.
• A standardised questionnaire or survey is created. This includes a set of questions that assess various aspects of the appraisee’s performance, such as communication skills, leadership abilities, teamwork, problem-solving, etc. These questions are usually rated on a scale.
• To ensure honest and candid feedback, the responses are usually kept anonymous. 
• Participants fill out the questionnaire, providing their assessments and comments based on their observations and interactions with the appraisee.
• The feedback data is collected, compiled, and analysed. This can be done through various software tools designed for 360-degree feedback.
• Using the data, a report is generated for the appraisee. The report includes a summary of the feedback received. It may present the data in various forms, such as graphs, charts, or written summaries.
• Thereafter, the appraisee usually meets with a supervisor or a facilitator to discuss the feedback.
• Based on the feedback, the appraisee can develop an action plan to capitalise on their strengths and address any identified weaknesses. This plan may involve setting specific goals, seeking training or mentorship, or making behavioural changes.

Also Read: How to Find a Mentor at the Workplace?

Pros and Cons of 360 Degree Feedback

It is important to note that the success of 360-degree feedback depends on careful planning, clear communication, and a commitment to using the feedback for developmental purposes. Organisations that implement this tool effectively can see substantial benefits in terms of improved teamwork, individual growth, and overall performance.

Pros

Here are some benefits of 360 degree feedback assessment:

• Primarily, this evaluation method gives staff members input from a range of sources
• Also, it builds and enhances accountability and teamwork
• Additionally, it identifies operational problems that could obstruct employee’s career development
• Furthermore, it identifies specific areas for professional growth
• Further, the assessment decreases bias and discriminatory inclinations of raters
• In addition, it provides constructive criticism in order to increase employee output
• Moreover, it gives insight into training requirements

Also Read: 7 Tips to Grow in a Company for a Rewarding Career

Cons

Let us now view the disadvantages of the 360-degree evaluation method:

• 360 degree feedback uses a minute portion of the system for evaluations of the overall performance.
• Further, it causes organisational problems if it is implemented hurriedly or insufficiently
• Besides, if not properly incorporated into existing performance plans, can fail to add value
• Furthermore, as the method is anonymous, prevents receivers from learning more
• In addition, it concentrates on employee flaws and deficiencies rather than their strengths
• Also, it enables groups to turn around the system and provides feedback from unskilled raters
• Moreover, it sometimes calls for extensive data collecting and processing

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Examples

Here are two examples of this evaluation system.

Example 1: Rohit’s Performance Review

Rohit, a project manager, gathers feedback from his supervisor, peers, team members, and clients. His feedback reflects positive communication and leadership but he tends to micromanage. 

Development Plan: Focus on delegation and autonomy.

Example 2: Siddhi’s Leadership Evaluation

Siddhi, a sales manager, seeks feedback from his supervisor, direct reports, peers, and a client. Strong in strategy and motivation, but needs improvement in delivering constructive feedback. 

Development Plan: Leadership training and structured feedback framework.

FAQs

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