How do we experience each other or our teams in our organization?
360-degree feedback provides the power of anonymous, detailed feedback. Also known as leader, manager, or “multi-rater feedback,” it is feedback that comes from all around an employee or a team. “360” refers to the 360 degrees in a circle, with an individual or team in the center of the circle. Feedback is provided by subordinates, peers, and supervisors. It also includes a self-assessment and, in some cases, feedback from external sources such as customers and suppliers or other interested stakeholders.
The results are often used by the person receiving the feedback to plan their training and development. Results are also used by some organizations in making administrative decisions, such as pay or promotion.
OPG also provides a gap analysis in its 360º surveys. A gap analysis shows you the difference between an observed behavior and its importance to the rater. Does this behavior matter to the rater? For example, does a manager’s ability to delegate matter to a client? A gap analysis provides this additional information.
Benefits of 360-degree feedback are many, including:
- Raised awareness of one’s individual behaviors and how they impact others- positively and negatively.
- Increased awareness and reinforcement of those competencies most important to the organization.
- Increased awareness by senior management that they, too, have development needs.
- More reliable feedback to senior managers about their performance.
- Acceptance of the principle of multiple stakeholders as a measure of performance.
- Encouraging more open feedback — new insights.
- Identifying strengths that can be used to the best advantage of the organization.
- Supporting a climate of continuous improvement.
- Perception of feedback as more valid and objective, leading to acceptance of results and actions required.