360 degrees feedback

360 degrees feedback is a process or system where employees are given anonymous and confidential feedback from individuals who work with an employee within the same work circle. This system is also known as multi source feedback, multi-rater feedback, or multi-source assessment. In most cases, 360-degrees feedback includes feedback coming directly from an employee’s peers, subordinates, supervisors and also from self-evaluation (Lepsinger & Lucia, 2009).

In this system a randomly selected number of employees, about eight to twelve in number are given the task of filling out a feedback form online. The form is usually anonymous and asks questions pertaining to competencies at workplace. The feedback form comprises of questions which are measured on a scale. In addition, the forms also ask raters to provide elaborate written comments. The person who is charged with the task of receiving the feedback is also expected to fill out a survey of himself which includes the similar survey questions which his peers and colleagues have answered in the forms.

Besides measuring employees’ competencies and behaviors, 360-degree feedback also provide feedback on how an employee is perceived by his colleagues and peers, addresses skills such as planning, listening and goal-setting, and also concentrates on objective areas such as character, teamwork, leadership effectiveness. Moreover, leaders and managers within organizations can also be able have a better understanding of their weaknesses and strengths by using 360 degree feedback survey.

The method of 360 degrees feedback tabulates the results and is able to automatically present them in a format which the feedback recipient can implement in coming up with a development plan and also map specific paths in their development. Responses from individuals are often put together with responses from other people who belong to the same rater category (for example direct report, peers) so as give the employee a better and clearer picture of her or his greatest overall weaknesses and strengths. Furthermore it also serves to serve in preserving anonymity.

360 degree feedback is also a crucial development tool for individuals who are not serving in any management role. A non-manager 360 degrees assessment does not measure feedback from 360 degrees because there aren’t any reports though similar principals would still be applicable. 360 feedback for non-managers is very crucial in ensuring individuals are exceptionally effective in their roles, and also can also help them in understanding the areas they ought to put more focus on in case they plan to moving into any managerial position.

For any organization to successfully implement the 360 feedback, the organization must first select the feedback process and tool. This ensures, all the necessary software and the procedure to be used is one that all the users are familiar with and can use with minimum difficulty. Secondly, the organization must carefully and professionally select the raters.

This will ensure individuals who give their opinions have sufficient knowledge concerning the recipient of the survey. In addition, it also ensures that factors such as age group, sex and position of the raters in relation to the individual being rated are taken into serious cognizance. The organization should then use the feedback in achieving their vision, mission, and goals. Lastly, the organization should review the feedback and then integrate the process into a bigger performance management system (Atwater & Brett, 2005).