Meaning & Definition
360-degree feedback, also known as multi-rater feedback or 360 feedback, is a performance assessment and development tool used in organizations to provide individuals with feedback from multiple sources. It involves collecting feedback from various perspectives, including self-assessment, managers, peers, subordinates, and sometimes external stakeholders like customers or clients. The term “360-degree” reflects the idea that feedback is gathered from all around an individual, providing a comprehensive view of their performance and behavior.
How does the process typically work?
The person being evaluated completes a self-assessment, reflecting on their strengths and weaknesses, and setting goals for improvement.
- Manager or supervisor assessment
The individual’s immediate supervisor or manager provides feedback based on their observations and interactions with the employee.
- Peer assessment
Colleagues, coworkers, or peers provide feedback about the person’s behavior and performance, offering insights from their perspective.
- Subordinate assessment (if applicable)
In some cases, employees may receive feedback from those who report to them, particularly if they hold supervisory roles. This provides insights into their leadership and management skills.
- External stakeholder assessment (optional)
In certain situations, feedback can also be gathered from external sources, such as customers or clients, to evaluate an employee’s interactions with external stakeholders.
The feedback typically includes both quantitative ratings and qualitative comments. The collected data is then compiled and presented in a report, which is usually kept confidential. The individual can use this feedback to identify areas for improvement, enhance their strengths, and create a development plan.
360-degree feedback can be a valuable tool for personal and professional development, as it offers a more well-rounded view of an individual’s strengths and weaknesses, allowing them to make informed decisions about their career growth and skill development. It is often used in performance appraisals, leadership development programs, and employee development initiatives in organizations.