180/360 Degree Feeback
360-degree feedback has been in use since 1940, and has evolved to become a very effective management tool in employee development. The term "360" refers to the 360 degrees of a circle, with an individual figuratively in the center of the circle. Feedback about a person's behaviours and performance is provided by subordinates, peers, and supervisors. 360-degree feedback also includes a self-assessment and, in some cases, feedback from external sources, such as customers and suppliers or other interested stakeholders. They typically provide both numeric and qualitative feedback (written comments).
A 360 assessment can be designed to measure behaviours most important to an organisation or to an individual's success. By comparing self-perceptions to the perceptions of others, an individual is able to clearly see how his or her behaviour both impacts and is impacted by those with whom he or she works.
When an individual receives his or her 360 feedback results, he or she is typically provided some type of coaching in which the individual analyses the report, identifies strengths and areas for improvement, and develops action plans. Joshua Group research (as well as supporting academic studies) has found that those individuals who receive some type of coaching on their feedback, and set goals for development, experience significantly greater improvement than those who simply participate in the 360 and receive their feedback reports.
As organisations rely more heavily on teamwork, cooperation, and communication to improve productivity, 360 degree feedback has become an increasingly useful tool.
Based on the needs of your organisation, we align the 360-degree feedback process to reach your objectives:
Focuses on personal and career development
Discovers where you are and where you need to grow or improve
Results in the creation of a personalised action plan
Focuses on team-effectiveness skills, along with strengths and areas for improvement
Allows groups to come together on goals and work better as a team
Promotes a safe environment to share "the undiscussables"
Creates a multi-rater perspective of job performance and behaviours
Provides a more objective and accurate view of individual contributions and effectiveness
Results can be factored into administrative actions
In order for the 360-degree feedback process to be effective, it is important that it be designed and used correctly. For more information on how best to use 360-degree feedback, please Contact Us to discuss how best to utilise this tool.