For many high-performing teams, 360 degree feedback is critical to their success. Shown by research to be more effective than traditional performance review methods (1), 360 feedback reviews can be difficult to get right, but the results - a detailed and insightful summary of the employee's performance - are worth it. If you're thinking of introducing 360 feedback reviews on your teams, you've come to the right place! Let's start with a simple definition of 360 feedback.
What is 360 Degree Feedback?
Sometimes known as multi-source or multi-rater feedback, 360 degree feedback is the process of gathering feedback on someone's performance from those who work closest with them. It may include feedback from their manager, direct reports and peers, as well as a self-reflection. This helps build a well-rounded and detailed picture of how the employee is performing.
How does 360 Degree Feedback Work?
360 feedback is usually gathered, collated and analysed as part of a regular review process. Because of the number of recipients involved, these types of reviews can be incredibly time-consuming to carry out, which is why many teams automate them through performance tools like Frankli. Of course, you can gather 360 degree feedback manually, but do bear in mind that preparing 360 feedback survey questions, distributing them to the correct people, and compiling the responses into a meaningful performance report may take weeks or even months.
Frankli automates 360 degree reviews for 100s of high-performing teams all over the world. Find out how.
1. Ece Kuzulu Kanaslan, Cemal Iyem, Is 360 Degree Feedback Appraisal an Effective Way of Performance Evaluation?