Process and Advantage of 360 Degree Feedback

It’s a tool for gathering input and performance scores from subordinates, colleagues, clients, vendors, and/or supervisors. Once a year, a 360 feedback method is typically used by a variety of key individuals in the company. 360-degree feedback enables each person to consider how others perceive his or her effectiveness as an employee, coworker, or staff member. The most powerful360degree feedback systems offer feedback based on actions that are visible to other employees. The objective is to receive feedback on performance and improvements from different sources.

An anonymous online input form is filled out by a group of eight to twelve people who are asked questions about a wide variety of workplace competencies. The input types include questions that are graded on a scale, as well as requests for written comments from raters. In addition, the individual receiving feedback completes a self-rating survey that contains the same survey questions as the others.

 The goal of 360degree feedback is to help each person understand their strengths and weaknesses, as well as to provide insight into areas of their work that need professional growth.

Sources of 360-degree feedback

  1. Supervisors
  2. Subordinates
  3. Peers
  4. Customers
  5. Self

Advantages of 360-degree feedback

1.Creates Self-Awareness About Strengths & Weaknesses

It encourages workers to become more self-aware of their strengths and limitations, encouraging them to work on improving themselves. 360-degree feedback helps workers close the difference between their own perceptions of themselves and the perceptions of others. It’s a smart way to improve self-awareness. It benefits the company, but it also serves as a beacon for workers, as individual responses are compelled.

2. Identifies Training Gaps

It compiles and analyses all responses from coworkers, supervisors, superiors, and clients to provide an overall picture of the employee’s personality. Individual and group-level research reveals the competence or competency gap that exists in a specific team or team member. As a result, once a problem is found in a unit, training programs may be used to fill in the gaps.

It provides feedback from different perspectives

Managers, assistants, coworkers, and clients can all be included in a 360-degree evaluation. This is useful because people communicate with their coworkers in various ways. They can, for example, be more transparent with a colleague than with a boss. Furthermore, a colleague will most likely have a more accurate assessment of how a person performs than the boss since they are the people that the individual works with.

4. Improves Productivity & Work Relationships

Employees’ productivity is boosted by peer feedback, which also makes them and their supervisors work more efficiently. Different teams create confidence and are more likely to achieve their shared goals when they gain input from those in the company. The feedback increases the level of contact within the team, resulting in improved overall efficiency.

Disadvantages of 360 Degree Feedback

  1. Not an honest evaluation

No one will provide truthful input if the people conducting the 360-degree assessment lack confidence. Respondents can only give you input that they believe you want to hear, rendering the feedback useless. The 360 feedback must then be set up and administered with clarity and specific guidelines.

  1. Time Consuming Process

It consumes a considerable amount of time from both teammates and HR professionals. Other members of the team should take the time to answer questions, preferably thoughtfully. Supervisors and HR personnel must then sift through all of the information in order to make meaningful use of it. Weighing input from a variety of outlets and incorporating it into a detailed assessment document can be challenging.

Process of 360 Degree Feedback

  1. Establish purpose- First and foremost, you must decide what your 360 degree feedback process will be used for. Why do you want to put it in place? What do you hope to gain from the process and the outcomes? Is the mechanism being implemented in a way that specifically addresses a strategic, performance, or developmental need? All of these questions must be answered in order to determine your intent and objectives.
  2. Determine Competencies – You must decide which core competencies, beliefs, and/or attitudes will be tested in the 360 degree analysis. It’s best to include both organizational and position-specific competencies.
  3. Establish management support- Not only should key stakeholders and managers be involved in the process design, but also its implementation. When it comes to communicating the process and gaining employee buy-in, management is always critical.
  4. Maintain confidentiality- It is important to maintain confidentiality and make it a top priority in the procedure. When raters are satisfied that the data will be kept private, they are more likely to provide positive feedback. You must first decide what information will be kept private and what feedback may be provided anonymously.
  5. Deciding the Participants- You should think about who you want to get input from, such as supervisors or staff. Then you must determine who the best input providers for those participants are: supervisors, colleagues, subordinates, and so on.
  6. Clear communication-  Without efficient, direct contact, a 360-degree feedback mechanism would be ineffective. You must clearly convey the purpose of the 360 processes, its reach, how input will be gathered, and how the results will be used. You must emphasize that the method is being used for creative purposes only, not to make someone feel bad about their results.
  7. Develop a feedback delivery plan- It’s crucial to figure out how you’ll provide the input to the participants. Will you provide each participant with a copy of the findings in the form of a report?Is it possible to present the results in person during a feedback session led by someone from your company?Will your company provide participants with training and support after the results are released?
  8. Develop a pilot process- A pilot project is the safest way to go. You will assess the impact and feasibility by conducting a 360-degree process pilot with a small group.
  9. Choose the right system- The effectiveness of the process hinges on the use of an effective online 360 degree feedback system. You’ll want to go with a system that can collect organized, accurate data while also effectively capturing the perspectives of the people involved (superiors, peers, subordinates, customers).

How is 360 Degree Feedback Used?

Here are the most common ways of using the 360 feedback system:

  1. Using 360 Feedback as a development tool to help workers understand and improve their strengths and weaknesses. 360 Feedback is a highly efficient programming tool when performed correctly. People may anonymously send feedback to a coworker via the feedback process, which they would not do otherwise. Users of feedback gain insight into how people perceive them and can improve their behaviours and develop skills that will help them excel at work.
  2. Using 360-degree feedback as a tool for evaluating employee results. It’s difficult to properly structure a 360 feedback process that fosters trust when you use 360 evaluations to evaluate outcomes. Furthermore, 360 feedback emphasises behaviours and competencies over basic skills, working environments, and achievement goals. Integrating 360 feedback into a larger performance management process is certainly possible and beneficial, but only if there is clear communication on how 360 feedback will be used.


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