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| 360 degree feedback is becoming ever more widely used for staff development, team development, performance improvement and appraisals in organisations around the world. It often plays a fundamental role in the implementation of change. This White Paper will explain exactly what 360 feedback is, how you can use it within your team, department or organisation, and how to design the 360 degree process. Our companion White Paper offers guidance on Preparing for your 360 degree feedback. |
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What is 360 degree feedback?
360 degree feedback has been defined as:
“The systematic collection and feedback of performance data on an individual or group, derived from a number of the stakeholders in their performance.”
Peter Ward, 360-Degree Feedback (1997)
Think of it as a personal gap analysis: 360 degree feedback compares how you perceive your performance at work with the perception of those people with whom you interact regularly. It tells you what others know about you or about the impact that you have on others – things that you might not be aware of. Used well, 360 degree feedback can help you in two major areas:
- If you are a manager, it can give you a lot of information about the people you manage.
- Used as a tool for individual development, it helps you to identify your priorities for improving your performance.
How does it work?
During a 360 degree feedback, you are asked to rate either yourself or a colleague against a set of behaviours that have been identified as being critical for success. These behaviours are usually based on the competency framework of your organisation or department.
You will be one of up to 12 “raters” who will be asked to give feedback. The sum of responses from the raters generates a report, which then forms the basis for discussion at individual or team level. More and more frequently, this process now takes place online.
Read the full article >>
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