360 Degree Feedback Tool: Advanced tool to monitor performance

360 degree feedback is a method and a tool that provides each employee the opportunity to receive performance feedback from his or her supervisor and four to eight peers, reporting staff members, coworkers and customers. Most 360 degree feedback tools are also responded to by each individual in a self-assessment. 360 degree feedback allows each individual to understand how his effectiveness as an employee, coworker or staff member is viewed by others. The most effective 360 degree feedback processes provide feedback that is based on behaviors that other employees can see.

The feedback provides insight about the skills and behaviors desired in the organization to accomplish the mission, vision, and goals and live the values. The feedback is firmly planted in behaviors needed to exceed customer expectations. People who are chosen as raters, usually selections shared by the organization and employee, generally interact routinely with the person receiving feedback. The purpose of the 360 degree feedback is to assist each individual to understand his strengths and weaknesses, and to contribute insights into aspects of his work needing professional development. This multi-rater feedback differs from what most employees get in an annual performance review in several ways:

Well-rounded look: Most performance reviews involve the employee getting feedback directly from their manager. While a manager’s perspective is invaluable, it’s inherently limited. 360-degree feedback involves feedback from many additional sources, providing a well-rounded look at an employee. After all, people may act differently around their boss than around their peers and direct reports.

Forward-looking: While there is some debate on the role of 360s and performance reviews, a general rule of thumb is that performance reviews are evaluative and backward looking – how have employees performed in relation to their goals. In contrast, 360-degree feedback is traditionally non-evaluative and forward-looking – what are employees’ strengths and weaknesses, and what developmental steps can help them become even better.

Broader view: Some argue that keeping 360-degree assessments non-evaluative is essential to getting honest feedback. An employee’s peers, they’ll argue, are much less likely to provide negative or even constructive feedback if they think it will negatively impact someone’s bonus or promotion potential.

 Simply put, 360-degree multi-rater assessments address important competencies and provide opportunities for managers, peers and direct reports to provide important developmental feedback that they may not otherwise share. When it comes to measuring valuable employee skills and attributes, few things are as important or effective as 360s. They measure things like leadership, teamwork, communication, decision-making and collaboration. 360-degree employee assessments are important to organizations, managers, and employees. Managers benefit from having the opportunity to get feedback from a variety of sources which both helps them improve and allows them to help their employees learn how they can capitalize on their strengths and improve where they are weak. Employees benefit because, for the most part, they are eager to improve and want feedback. And the organization as a whole benefits because 360s foster a culture of feedback and continuous improvement that leads to a stronger, more engaged workforce.