✅ What is 360-Degree Feedback System?
360-Degree Feedback is a comprehensive employee evaluation method where feedback is gathered from multiple sources surrounding an employee. It goes beyond the traditional top-down appraisal and includes perspectives from:
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Managers (supervisor)
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Peers (colleagues)
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Subordinates (direct reports)
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Self (self-assessment)
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Customers/Clients (if relevant)
This holistic approach helps in assessing both performance and behavioral competencies.
🎯 Purpose of 360-Degree Feedback
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To provide a balanced and unbiased view of employee performance.
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Identify strengths and areas for development.
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Support leadership development and succession planning.
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Improve communication, team collaboration, and organizational culture.
🛠️ Key Components
| Evaluation Criteria | Manager | Peer | Subordinate | Self | Client |
|---|---|---|---|---|---|
| Communication | ✅ | ✅ | ✅ | ✅ | ✅ |
| Teamwork | ✅ | ✅ | ✅ | ✅ | |
| Leadership | ✅ | ✅ | ✅ | ||
| Decision-Making | ✅ | ✅ | ✅ | ✅ | ✅ |
| Time Management | ✅ | ✅ | ✅ | ✅ | |
| Conflict Resolution | ✅ | ✅ | ✅ | ✅ |
🧠Implementation Steps
1. Define Objectives
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Clarify the goal (e.g. development, appraisal, training need).
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Communicate the benefits and confidentiality of the process.
2. Design Feedback Form
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Include both quantitative (rating scale) and qualitative (comments) sections.
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Keep it short and relevant (e.g., 10–15 questions).
3. Select Raters
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Choose appropriate raters for each employee (manager, 2–3 peers, 1–2 subordinates, etc.).
4. Collect Feedback
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Use online tools like Google Forms, SurveyMonkey, or HR software.
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Ensure anonymity and confidentiality.
5. Analyze Data
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Calculate average scores and identify trends across raters.
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Look for consistent patterns in strengths and weaknesses.
6. Share Results
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Conduct one-on-one feedback sessions.
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Focus on constructive feedback, not judgment.
7. Create a Development Plan
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Link the feedback to training, coaching, mentoring, or leadership programs.
⚖️ Advantages vs Challenges
✅ Advantages
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Balanced and well-rounded insights.
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Highlights blind spots (what others see that the employee may not).
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Encourages self-awareness and growth.
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Builds a culture of feedback.
❌ Challenges
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Time-consuming process.
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Risk of bias or dishonesty.
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May cause discomfort or conflict if not handled respectfully.
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Requires data analysis and HR facilitation skill.
📌 When to Use 360-Degree Feedback
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For Managerial/Leadership Roles
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For Development Planning
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For Succession Decisions
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During Culture Improvement Initiatives
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