What is 360 Degree Feedback


360 degree feedback systems collect information from a variety of people with whom the employee has frequent contact. The evaluation asks each participant questions about employee sharing through a wide range of job-related skills. Its confidential nature and broad perspective make this valuation tool more credible for many employees than traditional performance valuation systems.


Performance evaluations use multiple anonymous sources to obtain honest feedback about employee performance. The anonymous nature and multiple sources make the final results harder to ignore. If an employee receives the same or similar feedback from multiple sources, he cannot simply ignore the anomaly. The anonymity given to the evaluators allows them to have confidence in giving honest evaluations without fear of reprisals. The result helps employees see how others see their behavior and how it affects them.

Criteria evaluated

The 360 ​​degree assessment process evaluates the skills, behavior and knowledge of the employee, usually a manager. More specifically, knowledge survey questions assess how well employees know their work, the company and the industry in general. The skills portion assesses the employee's time management and organization skills, communication skills, specific job skills and customer satisfaction. Behavior questions help determine how well the employee handles problems with the people he must deal with during the course of the business.


Participants in the evaluation process should receive training on the interpretation of survey questions, the importance of confidentiality and the importance of complete honesty in the rankings. Appropriate evaluation of the evaluators is critical to the success and validity of the 360 ​​degree assessment system. A human resources representative should choose evaluators from each business segment at random and avoid choosing one that could distort the answers, such as an employee known for having a close friendship with the person assessing.


Employees should view the performance appraisal process as credible and valid so that the results have a positive impact on their future performance. Companies that prepare to employ a 360-degree feedback system should run a campaign throughout the company describing the benefits of the process and explaining the measures taken to ensure equity and anonymity.


The 360-degree feedback performance assessment process works best when survey questions are customized to the company that uses them. Human resources can buy generic armed questions, but these don't usually collect information relevant to the company's specific operations. To ensure validity and reduce the possibility of time and money lost, those who implement the process should hire a consultant to design custom survey questions or write appropriate questions for themselves.

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