What is 360° Feedback?
360° feedback, also referred to as multi-rater feedback, is a process whereby anonymous input on an individual employee’s performance is gathered from multiple sources and presented back to the individual in a structured, meaningful way. Input is typically gathered from the individual’s supervisor/manager as well as from direct reports, peers, clients, stakeholders and others. All 360° questionnaires are completed on-line.
What sorts of questions are used?
The 360° questionnaires contain a series of behavioral statements that reflect behaviors and competencies in the workplace. Respondents/raters are asked to provide a rating reflecting the degree to which they think each behavior is characteristic of the person being rated. The questionnaires also contain a number of open-ended questions that require written responses where the respondents can anonymously provide further comment on perceived strengths and additional suggestions as to how an individual can improve performance. These anonymous comments appear verbatim in the feedback.
Why is 360° feedback important?
Results from multi-rater feedback provide a much clearer picture of an individual’s strengths, developmental needs and overall performance than from the more traditional observations and feedback from a single source; the employees immediate supervisor/manager. 360° feedback provides key performance feedback that an individual might not otherwise receive. Employees generally find this feedback from multiple sources as fair, accurate, credible, motivating and actionable.
Currently a number of different 360° questionnaires are utilized by Atley, depending on the organization and the position level held by the particular employee. Questionnaires can also be customized to focus on the specific competencies valued and required by any given organization.