What are the elements of the 360 degree feedback method?

Answer 1

360 feedback (also known as multi-source feedback and multi-rater feedback) is a tool HR professionals use to help leaders in their organization develop. A typical 360 feedback campaign will involve a self-assessment along with ratings received from a number of other sources, thus creating a circle (i.e., 360 degrees) of feedback. These other sources, or other rater groups, typically include the individual's boss, peers, subordinates, but can also include other relevant groups such as customers, mentors, or board members. Usually certain groups of other raters (e.g., peers and subordinates) will be allowed to give anonymous ratings in order to allow for more honest feedback, without fear of retribution, while other groups (e.g., bosses and mentors) may be expected to give non-anonymous feedback so as to spark developmental conversations. In order to create an effective 360 feedback program, I suggested the following in another answer on this site, but these aspects bear repeating: First, effective 360 feedback systems should be linked to an organization's leadership competency model. In turn, this competency model should be linked to the organization's mission, vision, and strategy. In this way you can ensure the leader behaviors you are reinforcing are linked to the success of your organization. Second, 360 feedback should be used for developmental purposes only. If you use 360 feedback for evaluative purposes, people may game the system by giving their friends high ratings in return for high ratings from their friends, or people may be incentivized to give their peers low ratings to look better by comparison. Third, 360 feedback should be coupled with action planning, coaching, and training to support those leaders going through the program. Nothing is more demoralizing than getting feedback that you need to improve upon a skill and having no idea how to go about developing that skill, so leaders should be provided with ample support once they have received their feedback report. Finally, be sure to be open and honest when designing and communicating the purpose of the program. Participation from all ranks in the organization during the planning phase will not only increase buy in and participation in the program, it will increase the quality of the tool as well.

Answer 2

360 degree feedback has many advantages like:

Organizational growth, improvement in employee potential, balanced view of individual performance, positive behavior change, reliable feedback source for top-level managers, Powerful insight into self-directed learning and development, helpful in formation of future plans and goals

Answer 3

360 Degree Feedback is an evaluation processes were employees receive anonymous feedback from their co-workers. The feedback is reported in a form which covers a wide range of workplace skills. The feedback forms often include a section for written comments. This type of evaluation tool is very useful for managers within organizations because fellow employees can voice their concerns confidentially.