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Difference between revisions of "360 degree feedback"

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In human resources or industrial psychology, 360-degree feedback, also known as multi-rater feedback, multi source feedback, or multi source assessment, is feedback that comes from members of an employee's immediate work circle. Most often, 360-degree feedback will include direct feedback from an employee's subordinates, peers (colleagues), and supervisor(s), as well as a self-evaluation. It can also include, in some cases, feedback from external sources, such as customers and suppliers or other interested stakeholders. It may be contrasted with "upward feedback," where managers are given feedback only by their direct reports, or a "traditional [[Performance-Appraisal|performance appraisal]]," where the employees are most often reviewed only by their managers.  
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In human resources or industrial psychology, 360-degree feedback, also known as multi-rater feedback, multi source feedback, or multi source assessment, is feedback that comes from members of an employee's immediate work circle. Most often, 360-degree feedback will include direct feedback from an employee's subordinates, peers (colleagues), and supervisor(s), as well as a self-evaluation. It can also include, in some cases, feedback from external sources, such as customers and suppliers or other interested stakeholders. It may be contrasted with "upward feedback," where managers are given feedback only by their direct reports, or a "traditional [[Performance-Appraisal|performance appraisal]]," where the employees are most often reviewed only by their managers.<ref>Definition of 360 Degree Feedback [https://en.wikipedia.org/wiki/360-degree_feedback Wikipedia]</ref>
 
 
<ref>E. Miller, ''The Sun'', (New York: Academic Press, 2005), 23-5.</ref>
 
<ref>Definition of 360 Degree Feedback [https://en.wikipedia.org/wiki/360-degree_feedback|Wikipedia]</ref>
 
  
  
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[[File:360_Degree_Eval_Diagram.png|200px|360 Degree Evaluation]]<br />
 
[[File:360_Degree_Eval_Diagram.png|200px|360 Degree Evaluation]]<br />
Source: [[http://www.cioindex.com/article/articleid/23216/effective-employee-performance-appraisal-system|CIO Index]]
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Source: [http://www.cioindex.com/article/articleid/23216/effective-employee-performance-appraisal-system CIO Index]
  
  
 
[[image||{{UP}}CanamWiki_Attachments/360-Project-Stages-300x285.png]]
 
[[image||{{UP}}CanamWiki_Attachments/360-Project-Stages-300x285.png]]
Source: [[http://leapership.com/shop/360-degree-feedback/|Leapership.com]]
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Source: [http://leapership.com/shop/360-degree-feedback/ Leapership.com]
  
  
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[[image||{{UP}}CanamWiki_Attachments/360-evaluation-sample.jpg]]
 
[[image||{{UP}}CanamWiki_Attachments/360-evaluation-sample.jpg]]
Source: [[http://www.sampletemplates.com/business-templates/360-evaluation.html|Sampletemplates.com]]
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Source: [http://www.sampletemplates.com/business-templates/360-evaluation.html Sampletemplates.com]
  
  
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====Further Reading====
 
====Further Reading====
*Getting 360 Degree Reviews Right [[https://hbr.org/2012/09/getting-360-degree-reviews-right/|HBR]]
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*Getting 360 Degree Reviews Right [https://hbr.org/2012/09/getting-360-degree-reviews-right/ HBR]
*360 Degree Feedback - the good, the bad, the ugly [[http://humanresources.about.com/od/360feedback/a/360feedback.htm|about.com]]
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*360 Degree Feedback - the good, the bad, the ugly [http://humanresources.about.com/od/360feedback/a/360feedback.htm about.com]
*Why 360 Degree Feedback Programs Fail [[http://www.forbes.com/sites/ericjackson/2012/08/17/the-7-reasons-why-360-degree-feedback-programs-fail/|Forbes]]
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*Why 360 Degree Feedback Programs Fail [http://www.forbes.com/sites/ericjackson/2012/08/17/the-7-reasons-why-360-degree-feedback-programs-fail/ Forbes]
*The Fatal Flaw with 360 degree surveys [[https://hbr.org/2011/10/the-fatal-flaw-with-360-survey|hbr,org]]
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*The Fatal Flaw with 360 degree surveys [https://hbr.org/2011/10/the-fatal-flaw-with-360-survey hbr.org]

Revision as of 20:34, 19 November 2018

In human resources or industrial psychology, 360-degree feedback, also known as multi-rater feedback, multi source feedback, or multi source assessment, is feedback that comes from members of an employee's immediate work circle. Most often, 360-degree feedback will include direct feedback from an employee's subordinates, peers (colleagues), and supervisor(s), as well as a self-evaluation. It can also include, in some cases, feedback from external sources, such as customers and suppliers or other interested stakeholders. It may be contrasted with "upward feedback," where managers are given feedback only by their direct reports, or a "traditional performance appraisal," where the employees are most often reviewed only by their managers.[1]


360 Degree - A Diagrammatic Overview

360 Degree Evaluation
Source: CIO Index


[[image||Template:UPCanamWiki_Attachments/360-Project-Stages-300x285.png]] Source: Leapership.com


360 Degree Evaluation Sample

[[image||Template:UPCanamWiki_Attachments/360-evaluation-sample.jpg]] Source: Sampletemplates.com


See Also

Performance Appraisal


References

  1. Definition of 360 Degree Feedback Wikipedia


Further Reading

  • Getting 360 Degree Reviews Right HBR
  • 360 Degree Feedback - the good, the bad, the ugly about.com
  • Why 360 Degree Feedback Programs Fail Forbes
  • The Fatal Flaw with 360 degree surveys hbr.org