How to Define 360 Degree Feedback
360 Degree feedback refers to the management feedback system that solicits feedback on an employee's performance from his supervisor(s), co-workers and subordinates in addition to a self-assessment. The system differs significantly from traditional business practices of only receiving feedback on your job performance from your immediate superiors. 360 Degree feedback makes the assumption that the traditional method of evaluating an employee may make a business or organization blind to management problems or inefficiencies that become visible more quickly to one's co-workers and/or subordinates.
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Instructions
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Plan your 360 degree feedback program. Key elements that you should include in the plan are: objectives for the program, the employees who will participate, company policy for how the feedback results will be used, time-line for the project and any support information that will be provided to participants of the program.
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Create the survey that you will use for the 360 degree feedback survey. Prior to making the questions to be used, you should get feedback and buy-in from company management, and any other concerned stakeholders on the primary issues that you are trying to solve with the survey. Depending on your company's goals, you can create a custom set of questions or use a standardized set of questions.
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Conduct a pilot test of your 360 degree feedback survey to identify any confusing questions or inconsistencies in the format on a small subset of the overall number of employees who will take the survey. After it is complete, inform management of the results and modify the existing survey questions as required.
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Inform your employees that they will be taking part in a 360 degree feedback survey and provide information on how the process works prior to distributing the survey. Then conduct the survey and solicit feedback from the participants on potential areas of improvement for conducting the 360 degree feedback program.
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Provide feedback to your participants from what the survey results state regarding their performance. Embed highlighted areas of improvement in the feedback in order to better tailor an individual's focus for addressing shortcomings identified by the study.
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Provide a high-level report from the survey results to management. Focus on commonalities identified for improvement within the organization, and highlight any action that upper-management can take to help facilitate changing behavior in the work-place for the better.
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Conduct an evaluation of the 360 degree survey results. As part of this process, highlight applicable lessons learned throughout the process to be taken into account in the event your organization chooses to use 360 degree feedback in the future.
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