What is 360° feedback?
360° is a competence assessment method, which uses multiple sources of feedback to provide a better perspective
360° feedback is a process in which the feedback seeker receives information from people he or she is working with on a daily basis. Unlike in the case of performance appraisals (which – to a degree – also deal with competences), information obtained through a 360° process comes not from one but from multiple sources. This results in increased objectivity and reliability of the assessment. It also allows the feedback seeker to see him/herself in different roles – as superior, subordinate and peer. The raters are usually asked to provide a rating of behaviours pertaining to competences (although in some organisations raters evaluate competences directly). Using behaviours greatly facilitates evaluation, as competences can appear somewhat abstract to some raters.
How to use 360°?
360° should be used exclusively as a diagnostic tool in the process of competence development.
The main purpose of 360° feedback is to assess competences in order to develop them. The results of each 360° process provide the necessary input for individual development programs, in which key competences and methods for their development are laid down. Information about the level of key competences is also a starting point for determining individual career paths. In connection with individual performance indicators this information can be used to manage succession planning.
How to choose competences for 360° feedback?
The number of competences is overwhelming – it pays off to focus on those that matter
Each company has its own corporate culture, a system of values, and a vision of success with aligned goals. Add a dynamic business environment and your competency model will have to be flexible to respond to shifting challenges. Granted, there will always be core competences for each management level, but a “one fits all” approach is a thing of the past.
Given the multiplicity of competency frameworks, a 360° feedback tool must be universal. This calls for a flexibility in the choice of key competences so that questionnaires are relevant. Our library of questionnaires includes dozens of competences and provides a good starting point to tailor 360° projects to your needs. We offer both behavior-based templates as well as questionnaires where questions refer directly to competences.