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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," where the employees are most often reviewed only by their managers. [1]


360 Degree - A Diagrammatic Overview

[[image||Template:UPCanamWiki_Attachments/360 Degree Eval Diagram.png]] Source: [Index]


[[image||Template:UPCanamWiki_Attachments/360-Project-Stages-300x285.png]] Source: [[2]]


360 Degree Evaluation Sample

[[image||Template:UPCanamWiki_Attachments/360-evaluation-sample.jpg]] Source: [[3]]


See Also

Performance Appraisal


References

  1. Definition of 360 Degree Feedback [[1]]


Further Reading

  • Getting 360 Degree Reviews Right [[4]]
  • 360 Degree Feedback - the good, the bad, the ugly [[5]]
  • Why 360 Degree Feedback Programs Fail [[6]]
  • The Fatal Flaw with 360 degree surveys [[7]]