360 feedback
360-degree feedback is a performance evaluation method where employees receive feedback from multiple sources, including:
- Managers (supervisors or higher-ups)
- Peers (colleagues at the same level)
- Direct Reports (subordinates)
- Self-Evaluation (the employee assesses themselves)
- External Stakeholders (customers, vendors, or partners, if applicable)
Purpose of 360 Feedback
The goal is to provide a well-rounded view of an employee's strengths, weaknesses, and areas for improvement. Unlike traditional top-down reviews, 360-degree feedback reduces bias and gives a more comprehensive picture of performance.
Key Benefits
- Holistic Perspective – Insights from multiple viewpoints create a balanced assessment.
- Employee Development – Helps employees identify growth opportunities.
- Reduces Bias – More objective than feedback from just one person (e.g., a manager).
- Enhances Self-Awareness – Employees compare their self-assessment with external perceptions.
- Encourages Open Culture – Fosters communication and continuous improvement.
Common Pitfalls & Challenges
- Lack of Anonymity – If feedback isn’t anonymous, honesty may suffer.
- Misuse as a Performance Tool – Best for development, not promotions or firing.
- Feedback Overload – Too much feedback can be overwhelming if not properly structured.
- Implementation Complexity – Requires clear guidelines and a structured process.
Best Practices
- Ensure anonymity (especially for peer and direct report feedback).
- Focus on constructive, actionable insights rather than vague criticism.
- Use trained facilitators to interpret and deliver feedback effectively.
- Follow up with development plans to turn feedback into growth.