What is 360 feedback?

360-degree feedback is a method to systematically collect feedback about an individual's performance from a range of coworkers.

• These co-workers may include peers, direct reports, the individual’s immediate supervisor and/or that supervisor’s peers. Feedback may also be gathered from stakeholders outside the organization, such as strategic partners and volunteers.

• The benefit of collecting this kind of data is that the individual gets to see a broad range of perceptions rather than just self-perception, which can lead to increased awareness of common strengths and opportunities for professional development.

How does 360 feedback differ from the annual performance evaluation?

360-degree feedback focuses on the basic competencies and behaviors that leaders and managers must demonstrate to advance the values and goals of the organization.

• Annual performance evaluations generally measure an individual’s performance of specific job responsibilities and tasks deemed necessary for performance in the role an individual holds within the organization.

• 360-degree feedback does not take the place of an annual performance evaluation but may be used to deepen the evaluation and to inform future goal setting.

Common Areas for 360 feedback

We typically assess competencies in the following broad areas of internal and external influence. Within each area respondents rate the individual on a number of skills and competencies necessary for job and organizational effectiveness.

• Leadership

• Communication and team skills

• Management and organizational skills

• Problem solving skills

• Interpersonal skills