360 Feedback Blog

This month I thought I would go back to some basic information about 360 Degree Feedback, what it does, how it works, when to use it (and when not to!).  Here goes!

• 360 Degree Feedback, also known as multi-level or multi-source feedback, is a process whereby feedback on an individual’s behaviour and effectiveness is obtained, in a structured way, from a number of colleagues with whom that individual has worked, and with whom they have different working relationships.  The people providing feedback to an individual can include:
• direct reports (people who report directly to that person, still called ’subordinates’ in some organisations)
• peers (people at the same level in the organisation to the person receiving the feedback, or who have similar roles)
• managers (people to whom the individual reports, formally or otherwise, still referred to as a ‘boss’ in some organisations
• customers
• suppliers
• coaches/mentors

Feedback is provided on a consistent set of criteria through responding to a set of statements or questions, generally using a rating scale, for example:“Person displays this behaviour”

• Always
• Frequently
• Sometimes
• Never

There is also an opportunity to provide free-style comments and examples to support the ratings given. Normally, the individual also completes a Self-review which allows them to reflect on, and assess, their own performance by responding to the same statements or questions as the people giving them feedback. Statements or questions are normally related to key behaviours and skills which are valued in the organisation.   360 Degree Feedback is not an opinion survey – it should be based on observable behaviours and concrete examples and as such can be a valuable tool. However, ultimately it is still a subjective exercise and needs to be used accordingly.  It is not a psychometric test. 

Next in this series: The benefits of 360 Degree Feedback