While many companies provide regular feedback to their employees in the form of Annual Performance Reviews, few provide 360-degree feedback. 360-degree feedback provides feedback from all angles with the employee in the center of the feedback circle. This can include feedback from peers, supervisors, and subordinates, as well as a self-assessment of performance. In some cases, 360-degree feedback may also include feedback from outside of the Company, such as from a customer or client directly involved with the employee. 360-degree feedback gives an employee a unique perspective on how they are viewed by their co-workers, direct reports and supervisors in a light they might not have seen themselves in.
While an Annual Performance Review is typically used to evaluate employee performance and as a guideline for compensation and other employment decisions, 360-degree feedback is often used solely as a developmental tool to improve performance. Often times if 360-degree feedback is tied directly to employee compensation, co-workers are apprehensive about providing negative information because they don’t want to hurt a co-workers’ raise. In the same vein, employees may also be nervous that a group of employees who may not know as much about what they do are directly affecting their compensation. To combat these fears and still be able to use this feedback, another approach is to use the 360-degree feedback as one piece in the performance review process and combine it with other information gathered.
When implementing a 360-degreefFeedback process, consider the following:
How will feedback be collected?
Who will be selected to evaluate each individual?
How will you roll-out a 360-degree feedback program?
A 360-degree feedback program can offer employees invaluable information to help them grow and develop in their position and career. Please share your experiences with a 360-degree feedback program.