360-degree feedback

360-degree feedback is focussed, structured feedback that covers everything – all relevant parties are heard.

360-degree feedback provides a coherent depiction of the status of the focus person’s performance as it is experienced and regarded by the respondents. The respondent is often: Employees, equal-ranking colleagues, immediate superiors as well as other internal and external parties.

360-degree feedback is a feedback method that can form a more valid and qualified working basis for initiating personal development.

360-degree feedback ensures an objective perspective

Using 360-degree feedback, it is possible to compare the experience of several parties in one and the same process, thereby getting a more nuanced depiction of the focus person. Via feedback from every angle, a better and more objective perspective on behaviour and performance is obtained.

360-degree feedback provides a more nuanced depiction due to the fact that colleagues from different levels around the focus person often have different bases of experience on which to evaluate the person. Additionally, the risk of ‘personal crazes’ and solitary statements from people getting adverse influence is diminished. Moreover, the structured approach ensures that important competencies are not overlooked.

 

Why is 360-degree feedback efficient?

The assessment theory attributes more validity and reliability to observations from more sources.

360-degree feedback is considered more credible and meaningful by the recipient than ‘single feedback’.

Comparing the conception of your own behaviour with that of your surroundings provides a larger degree of self-awareness.

Acknowledgment and acceptance of needs for development increase the chance for change initiatives.

360-degree feedback is therefore an efficient method for identifying behaviour.

 

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