360-degree feedback

 

360-degree feedback (also known as multi-rater feedback, multi-source assessment, or full-circle appraisal) is a performance evaluation method where an individual receives feedback from a variety of sources. This typically includes:

• Supervisors (e.g., direct managers)

• Peers (colleagues at the same level)

• Subordinates (if applicable)

• Self-assessment

• External parties (e.g., clients, customers, or partners — optional depending on the role)

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🔍 Purpose:

• To provide a comprehensive view of an individual's performance, behaviors, and skills.

• To identify strengths and development areas.

• Often used for leadership development, career planning, and organizational development.

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🧩 Common Competencies Assessed:

• Communication skills

• Teamwork and collaboration

• Leadership and decision-making

• Emotional intelligence

• Accountability and reliability

• Customer orientation (if relevant)

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✅ Benefits:

• Holistic perspective: Reduces individual bias by gathering input from multiple viewpoints.

• Improves self-awareness: Helps individuals understand how others perceive them.

• Encourages personal development: Targets areas for growth based on real feedback.

• Fosters a feedback culture: Supports open and constructive communication in teams.

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⚠️ Challenges:

• Bias and subjectivity: Feedback can be skewed by personal feelings or politics.

• Overwhelm or defensiveness: Some individuals may find multi-source criticism hard to process.

• Time-consuming: Collecting and processing feedback from multiple sources requires coordination.

• Action gap: Feedback must be followed up with clear development plans or it becomes ineffective.

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🔁 Best Practices:

1. Ensure anonymity for raters (except self and supervisor) to promote honesty.

2. Use a clear, standardized instrument (e.g., rating scales, open-ended questions).

3. Train participants (both raters and those receiving feedback) to understand the process.

4. Provide professional coaching or HR support to help interpret the feedback.

5. Tie it to development, not punishment or performance ratings, especially in early uses.