Generally, constructive feedback in an organization improves employee
performance and plays an important role in employees’ personal development.
Feedback helps employees find their strengths and weaknesses and better
understand the organization’s expectations. In companies where giving feedback
is common, employees show more flexibility about receiving positive and
negative feedback.
There are different tools and ways of providing employee feedback throughout
organizations. 360-degree feedback is one of these ways that we are going to
explain in this post.
360-degree feedback
360-degree feedback, also known as multi-rater feedback, is a process in which
employees receive confidential, anonymous feedback from the people who work
around them. These people are typically their managers, peers, direct reports,
subordinates, and customers (if it is possible). These raters are usually between 6
to 8 people and chosen by both the employee and the organization. Also, the
employee completes a self-evaluation.
360-degree feedback is commonly used as a development tool, and organizations
provide it to employees to help them develop behaviors and skills. The surveys
are competency-based and measure behaviors.
What is the purpose of 360-degree feedback?
The primary purpose of 360-degree feedback is to help employees identify their
strengths and weaknesses and become more effective. Feedback recipients
understand how other people in the organizations perceive them, and they will be
able to improve themselves through insight gained by 360-degree feedback.
Sometimes companies use 360-degree feedback results to appraise employees.