HR Glossary

360-degree Feedback

What is 360-degree Feedback?

360-degree feedback is a process that provides feedback to employees from their supervisors, peers, and subordinates. The goal of 360-degree feedback is to give employees a more complete view of their performance and to help them identify areas for improvement. The feedback can be used to help employees develop their skills and improve their performance.

What are the benefits of 360-degree Feedback?

360-degree feedback is a process whereby individuals receive feedback from their colleagues, superiors, and subordinates on their job performance. The goal of 360-degree feedback is to provide individuals with a more complete view of their performance, in order to help them improve their work skills.

The benefits of 360-degree feedback include:

  1. Improved work skills
  2. Increased self-awareness
  3. Improved communication skills
  4. Improved problem-solving skills
  5. Improved decision-making skills
  6. Improved teamwork skills
  7. Improved leadership skills

Who uses 360-degree Feedback?

360-degree feedback is used by a variety of different people in a variety of different settings. It can be used by managers as a tool to help them develop their employees, by employees as a way to get feedback on their own performance, and by trainers as a way to evaluate the effectiveness of their training programs. It can also be used in team-building exercises, to help individuals and teams get a better understanding of how they work together and how they can improve their interactions.

How do you build a 360-degree Feedback system?

There is no one perfect way to build a 360-degree feedback system, as the approach you take will be largely dependent on the size and complexity of your organization. However, there are some key steps you can take to make sure your system is effective and beneficial for all involved.

  1. Establish clear guidelines for who can provide feedback and who can receive it. This will help ensure that the process is fair and unbiased.
  2. Make sure all feedback is confidential. This will help encourage employees to be candid and honest in their feedback.
  3. Train all employees who will be participating in the process on how to give and receive feedback effectively. This will help ensure that the feedback is meaningful and constructive.
  4. Evaluate the system regularly to make sure it is meeting the needs of both the organization and its employees. Adjust the process as needed to ensure that it continues to be effective.

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