360 Degree Feedback Review

Among companies today, 360-degree feedback is considered as a useful tool for employee appraisal. But what does it really do? What does it really measure?
Answers provided by those who appraise an employee are dependent on the time he or she works for the company, or depends on his or her relationship with the person. Basically, the feedbacks are more subjective than objective. However, 360-degree feedbacks use ratings so as to quantify the results.

Below is a list of things that they quantify and qualify about the employee:

Strengths and Weaknesses - These qualify what his or her strong areas are so they can build them up, or his or her weak areas are so he or she can work on them

Skills and Abilities - These pertain to what the employee possesses in order to do things properly

Teamwork - This measures on how well he or she relates with co-workers

Leadership - This pertains on how well can they lead a team or spearhead a project

Character - This pertains to the persons attributes on how they react to certain situations

A 360 feedback is a human resources' term commonly used in organizations. It is sometimes referred to as the 360 degree assessment. It is similar to and sometimes may also be referred to, as the Multi-Source feedback process, which has similar characteristics of the Multi-Source Assessment process.

This form of evaluation is widely used in organizations that are searching for ways to improve business. The only way to expand business is to simultaneously increase output while improving quality. The best way to support business goals of expansion is also to support its employees.

It is important to note that the 360 degree feedback evaluation process should remain confidential. Employees need to be informed that the information being asked and gathered is to remain confidential out of the respect for the employee and the employer. This form of feedback can also be done anonymously through the use of written, private feedback.

A basic form can be distributed to employees with basic questions to be answered on a particular employee. Using a standard form eliminates the reporting of information that may have nothing to do with an individual's performance on the job. These questions should be centered on the organization's goals and performance competencies.

Using the concept that a circle has 360 degrees, a 360-degree feedback, is an evaluation process which is used in a lot of companies today. The circle concept is being used because employees are evaluated by everyone surrounding him. Everyone surrounding, includes superiors, teammates, peers and sometimes everyone in the company.

The evaluating team normally is composed of 10-12 people, usually spearheaded by his or her immediate superior. They are provided with a questionnaire, which may be online, or which may be a paper survey. Usually, the evaluating team appraises the employee's key competencies, job performance, skills, and how he or she relates with them. There is a rating scale on which they can answer the questions quantitatively.

This measures most of the employee's qualities. There is also a space that would allow the evaluating team to leave comments or suggestions for the employee being evaluated to read. The one issue that is repeatedly heard regarding this circular evaluation is one of confidentiality and this is not likely to go away.

The 360 evaluation focuses on the employee's behavior and competency not job specific performance indicators. In implementing 360 degrees feedback the following must be considered:

Organizational Support

It is important that the stakeholders agree and believes in the objectives of 360 degrees feedback as a component of the performance management system, to ensure smooth implementation.

Method of Assessment

The tool used for the 360 degree feedback must measure the correct behavior and competency. Is there a structured instrument that will be used for assessment or an open-ended feedback form.

Confidentiality

The success of the 360 degree program depends on the people involve. To get the appropriate result trust and cooperation is needed thus, high confidentiality during implementation is necessary.

Proper Communication

There must be a clear understanding on how the results will be used. Will the result be used as a developmental tool or as part of the performance appraisal tool? Furthermore, the result should be properly communicated to the person being evaluated.

Development Plan

From the Feedback that was received, the person and the manager can identify areas of improvement and develop personal and professional goals. The goals should be specific, measurable, achievable, realistic and timely.

360 degree feedback is a useful and important tool in either a performance management or employee development process or both. A 360 evaluation uses information from peers, subordinates and supervisors to put together an overall assessment as part of a 360 degree performance appraisal.

Additionally, customers, vendors, interested stakeholders and the person's own self-assessment can be included in this form of performance review. This is quite different from the typical performance appraisal prepared by an employee's manager including only the manager's perceptions and assessments. This type of feedback is also referred to as multi-rater or multi-source feedback to imply that there is more input than just the manager's.