360-degree feedback is useful for evaluating performance. It provides evaluations from different sources to paint a clear picture of how well an individual performs. Identifying strengths and weaknesses will allow employees to continually improve how they perform.
What is 360-degree Feedback?
360-degree feedback is an alternative method of reviewing employees. Rather than a traditional review, employees are given anonymous feedback from supervisors and peers. Managers’ feedback also includes direct reports and reviews from employees. Individuals also evaluate themselves in 360-degree feedback. Together, these evaluations will help improve performance by:
- Identifying and enhancing strengths
- Identifying areas that need development
- Helping Employees set goals
- Creating action plans
Vs. Traditional Performance Reviews
360-degree feedback provides a better picture of performance than traditional reviews. Supervisors perform traditional performance reviews, and theses reviews may have a negative impact on performance if employees feel it is not fair, damaging the trust between managers and employees. People in positions of authority also benefit from 360-degree feedback, as traditional performance reviews do not always give an accurate description of employer/employee relationships.
The Components
360-degree feedback evaluation forms are typically done on a scale of 1 to 10. There is a place for comments on the evaluation form. The scores from supervisors, peers, employees, and direct reports are averaged and compared with average company scores. HR typically handles the reporting to make sure that the feedback remains confidential.
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