What is 360 degree feedback?

Summary

360-degree feedback, also known as multi-rater feedback, is a development tool that provides a comprehensive view of an individual by gathering feedback from their manager, peers, direct reports, and even clients. The process is aimed at supporting individual development, fostering a feedback culture, and creating development plans. To get the most accurate feedback, it’s important to select a diverse group of raters and ensure clear communication about the purpose and time commitment. After the survey, the individual receives a report, which, when discussed with a manager or coach, can guide actionable development steps.

Takeaways

• 😀 360-degree feedback, also known as multi-rater feedback, is a development tool that provides a well-rounded view of an individual’s performance.
• 😀 It gathers feedback from various sources, including managers, direct reports, peers, clients, and the individual themselves, to support personal development.
• 😀 The purpose of 360-degree feedback is to promote individual growth, understand different perspectives, and foster a feedback culture within the organization.
• 😀 Feedback is typically collected via an online survey and includes ratings and comments from the selected raters.
• 😀 It is important to select a diverse group of raters who interact regularly with the individual to ensure meaningful feedback.
• 😀 A minimum of six to eight raters is recommended for a well-rounded view of the individual’s performance.
• 😀 Raters should include a mix of internal and external stakeholders, such as managers, peers, clients, and customers.
• 😀 Before conducting the survey, it’s essential to communicate with the raters about the purpose of the feedback, encourage honesty, and clarify the time commitment (30-60 minutes).
• 😀 After the survey is completed, the individual receives a report summarizing the feedback, with anonymity preserved except for the manager’s input.
• 😀 The most value comes from having a feedback discussion with a manager or coach to create an action plan for development, focusing on growth and learning.

Q & A

What is 360-degree feedback?

360-degree feedback, also known as multi-rater feedback, is a development tool that gathers input about an individual’s performance from multiple sources, such as their manager, peers, direct reports, clients, and customers, providing a comprehensive view of their strengths and areas for development.

What is the primary purpose of 360-degree feedback?

The primary purpose of 360-degree feedback is to support individual development by providing a well-rounded view of an individual’s performance from various perspectives, which can be used to create individual development plans and build a feedback culture.

Who typically participates in the 360-degree feedback process?

The participants in the 360-degree feedback process include the individual (referred to as the 'focus'), their manager, direct reports, peers, and sometimes external clients or customers. The individual also completes a self-evaluation.

How should an individual select raters for the 360-degree feedback process?

The individual should select raters they interact with regularly, as they will provide the most meaningful and relevant feedback. A well-rounded set of raters should include at least six to eight people from different roles and perspectives.

What is the importance of briefing raters before the 360-degree feedback survey?

It is important to brief raters beforehand to explain the purpose of the feedback, encourage honesty, and request specific, work-related feedback. This helps ensure that the feedback provided is valuable and actionable.

What happens after the 360-degree feedback survey is completed?

After the survey is completed, the individual receives a report summarizing the feedback. The report includes scores and comments, with anonymity for most raters, except for the manager. The individual should review the feedback with a coach or manager to explore development options and create an action plan.

How can the feedback report be used effectively?

To use the feedback report effectively, the individual should discuss it with a manager or coach, keeping an open mind and exploring development opportunities. They should then create and implement an action plan based on the feedback.

What are some key tips for getting the most out of the 360-degree feedback process?

Key tips include ensuring the feedback process is development-focused, selecting a diverse set of raters to gather balanced feedback, involving an independent party to manage the process and discussions, and having a clear support system in place to act on the development plan.

How many raters should an individual select for the 360-degree feedback process?

An individual should select at least six to eight raters to ensure a well-rounded view of their performance. This number allows for sufficient diversity in feedback from various perspectives.

Why is it important to have an independent party manage the 360-degree feedback process?

Having an independent party manage the 360-degree feedback process ensures objectivity and confidentiality, particularly when discussing the feedback with the individual. It also helps maintain focus on development rather than performance evaluation.