Participants receive feedback on a comprehensive list of leadership and management competencies, usually from their manager, peers, and direct reports. After the 360 evaluation is complete, participants receive a feedback report with an assessment of their strengths and weaknesses
How is 360 Degree Feedback Used?
Companies typically use a 360 feedback system in one of two ways:
1. 360 Feedback as a Development Tool to help employees recognize strengths and weaknesses and become more effective
When done properly, 360 is highly effective as a development tool. The feedback process gives people an opportunity to provide anonymous feedback to a coworker that they might otherwise be uncomfortable giving. Feedback recipients gain insight into how others perceive them and have an opportunity to adjust behaviors and develop skills that will enable them to excel at their jobs.
2. 360 Feedback as a Performance Appraisal Tool to measure employee performance
Using a 360 degree feedback system for Performance Appraisal is a common practice, but not always a good idea. It is difficult to properly structure a 360 feedback process that creates an atmosphere of trust when you use 360 evaluations to measure performance. Moreover, 360 feedback focuses on behaviors and competencies more than on basic skills, job requirements, and performance objectives. These things are most appropriately addressed by an employee and his/her manager as part of an annual review and performance appraisal process. It is certainly possible and can be beneficial to incorporate 360 feedback into a larger performance management process, but only with clear communication on how the 360 feedback will be used.
What does a 360 degree feedback survey measure ?
- 360 feedback measures behaviors and competencies
- 360 assessments provide feedback on how others perceive an employee
- 360 feedback addresses skills such as listening, planning, and goal-setting
- A 360 evaluation focuses on subjective areas such as teamwork, character, and leadership effectiveness
What does a 360 degree feedback survey not measure ?
- 360 feedback is not a way to measure employee performance objectives (MBOs)
- 360 feedback is not a way to determine whether an employee is meeting basic job requirements
- 360 feedback is not focused on basic technical or job-specific skills
- 360 feedback should not be used to measure strictly objective things such as attendance, sales quotas, etc.
Why should we use the LeadersEdge 360 survey tool?
1. Simple and flexible administration – Intuitive admin interface – Fully automated 360 process – Complete control every step of the way – All the features you need, and only the features you need
2. Streamlined user experience – Surveys are fast and easy to complete – Automatic email reminders for raters – Task list shows raters the status of all feedback requests.
3. Clear and professional reports – Pixel-perfect report design – Easy to understand – no PhD or special training needed – Customizable report content – you decide what to include – Group reports at no additional cost
4. Customizable survey content – Use our 360 survey templates or create your own – Create multiple survey templates – Customize the question format & rating labels
5. Customizable feedback process – You decide exactly how you want to get from point “A” to point “B”
6. Customizable reports – Choose from dozens of different configurations, or we can build an entirely custom report from the ground up.
7. Targeted qualitative feedback – (different for every rater) – Raters are prompted to provide comments in the areas where participants most need them. Raters are also given the option to provide comments for any item in the survey
If you have questions about our 360 degree feedback surveys, or how our 360 evaluation and assessment process might work for your organization, give us a call or fill out the form to the right.