Introduction
A 360-degree feedback survey, often called a “360 survey” or “360-degree review,” is a performance appraisal or feedback process that gathers input from various sources to provide a comprehensive view of an individual’s skills, competencies, and behaviors. Unlike traditional performance reviews that typically involve feedback from a supervisor, a 360-degree survey collects feedback from multiple perspectives, including peers, subordinates, and sometimes even customers or clients.
Here’s a breakdown of the key aspects of a 360-degree survey
- 360-Degree Feedback Sources:
- Self-assessment: The individual being evaluated provides their own feedback.
- Supervisor/Manager: Feedback is collected from the person’s direct supervisor or manager.
- Peers/Colleagues: Input is gathered from coworkers at the same level or in similar roles.
- Subordinates/Team Members: For individuals in leadership positions, feedback may be obtained from those reporting to them.
- Customers/Clients: In some cases, especially in customer-facing roles, external stakeholders may provide input.
- Confidentiality:
- To encourage honest and constructive feedback, responses are often kept anonymous. This allows respondents to share their opinions openly without fear of reprisal.
- Focus Areas:
- The survey typically covers a range of competencies and behaviors relevant to the individual’s job, such as communication skills, teamwork, leadership, problem-solving, and other job-specific attributes.
- Report and Feedback:
- After data collection, a report is generated and shared with the individual. This report provides a summary of feedback from different sources, highlighting strengths and areas for improvement.
- Developmental Tool:
- The primary purpose of a 360-degree survey is often developmental rather than evaluative. It gives individuals insights into their performance and behaviors, facilitating personal and professional growth.
- Organizational Use:
- Many organizations use 360-degree feedback as part of their performance management and employee development processes. It can be a valuable tool for identifying training needs, improving teamwork, and fostering a culture of continuous improvement.
Conclusion
It’s important to note that the effectiveness of 360-degree surveys depends on factors such as the survey design, the quality of the feedback process, and the organization’s commitment to using the results for positive development.
