Updated September 13, 2022 Show
Image by Theresa Chiechi é The Balance 2019 360-degree feedback is a method of employee review that provides each employee the opportunity to receive performance feedback from their supervisor or manager and four to eight peers, reporting staff members, coworkers, and, in some cases, customers. Key Takeaways
How 360-Degree Feedback WorksSuccessful organizations strive to evaluate and guide their employees toward constant improvement, but a standard performance review system is often found wanting. 360-degree feedback is a method and a tool that provides each employee the opportunity to receive performance feedback from his or her supervisor or manager 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. Organizations can do a poor
job of introducing and using this type of multi-rater feedback process. But, it is possible, with the right steps, to do a good job of introducing and maximizing the value of 360-degree feedback. This matters because nothing raises hackles as fiercely as a change in performance feedback methods, especially when they
may affect decisions about an employee's compensation. 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 into 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 or feedback providers are often
selected in a shared process by both the organization and the employee. These are people who generally interact routinely with the person who is receiving feedback. Examples of 360-Degree Feedback Feedback provided
for this review process can be as detailed or brief as the person giving it chooses to be. For example, a manager may give a detailed breakdown of goals they had discussed with the employee, the progress toward those goals, and the way the employee dealt with unexpected challenges along the way. A peer review might be much more basic, such as a note about what it's like to work with them. For example, a coworker could say something like "this worker is friendly and always completes their portion
of the project by the deadline." Pros and Cons of 360-Degree FeedbackPros
Cons
Pros Explained360-degree feedback has many positive aspects and many proponents. According to Jack Zenger, a highly-regarded global expert on organizational behavior, he has come to recognize "...the value of 360 feedback as a central part of leadership development programs. It’s a practical way to get a large group of leaders in an organization to be comfortable with receiving feedback from direct reports, peers, bosses and other groups. Once leaders begin to see the huge value to be gained, in fact, we see them add other groups to their raters such as suppliers, customers, or those two levels below them in the organization." And later, Zenger adds: "More than 85% of all the Fortune 500 companies use the 360-degree feedback process as a cornerstone of their overall leadership development process. If you are not a current user, we encourage you to take a fresh look." Organizations that are happy with the 360-degree feedback component of their performance management systems identify these positive features of the process that manifest in a well-managed, well-integrated 360-degree feedback process.
A 360-degree feedback system does have a good side. However, 360-degree feedback also has a bad side—even an ugly side. Cons ExplainedFor every positive point made about 360-degree feedback systems, detractors can offer the downside. The downside is important because it gives you a road map of what to avoid when you implement a 360-degree feedback process. The following are potential problems with 360-degree feedback processes and a recommended solution for each one.
360-degree feedback is a positive addition to your performance management system when implemented with care and training to enable people to better serve customers and develop their own careers. However, if you approach it haphazardly just because everyone else is using it, 360 feedback could create a disaster requiring months and possibly years for you to recover. There are negatives with the 360-degree feedback processes, but with any performance feedback process, it can increase positive, powerful problem solving and provide you with a profoundly supportive, organization-affirming method for promoting employee growth and development. However, in the worst case, it saps morale, destroys motivation, and enables disenfranchised employees to go for the jugular or plot revenge scenarios against people who rated their performance less than perfect. Frequently Asked Questions (FAQs)What is the meaning of 360-degree feedback?Feedback becomes "360-degree feedback" when it takes in comments from many different sources. Traditional feedback in the workspace comes from managers and supervisors, but 360-degree feedback also takes into account reviews from peers and employees who answer to the person being reviewed. What is an example of 360-degree feedback?Any feedback can be an example of 360-degree feedback, but workplaces will specify the types of comments they're seeking from employees. These comments can be as simple as "this worker has shown up late a few times this quarter," or they can be much more detailed. What is the importance of 360-degree feedback?The purpose of the 360-degree feedback is to assist each individual to understand their strengths and weaknesses and to contribute insights into aspects of their work that need professional development. Is the degree to which a job requires completing a whole piece of work from beginning to end?Task Identity -- the degree to which the job requires completion of a "whole" and identifiable piece of work. Doing a job from beginning to end with a visible outcome.
Is the degree to which the employee has responsibility for completing an entire task?b) Task identity is the degree to which a job requires completion of a whole and identifiable piece of work.
What is job design theory?Job Design is a psychological theory of motivation that is defined as the systematic and purposeful allocation of tasks to groups and individuals within an organization. The five core characteristics of job design are skill variety, task identity, task significance, autonomy, and job feedback.
What are the types of job design?Four job design strategies
In order to increase the motivational potential of a job, four common job design strategies are used. Each of these strategies will make an impact on one or more of the elements in the MPS formula. The strategies are job rotation, job enlargement, job enrichment, and job simplification.
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