Pamela Williams
December 8, 2007
360º review, also referred to as 360º performance assessments or multi-rater feedback, is a method and a tool to provide employees feedback from their peers, coworkers, clients, those who are direct reports, and direct supervisors, thereby offering multiple perspectives of the employee’s overall job performance. Most 360º feedback tools include the employee’s self-review; hence the “full-circle” meaning behind the name. The results are tabulated and shared with the employee. Ideally, this type of assessment helps the employee gain a better understanding of her/his skills and behaviors as they relate to the organization’s mission, values, goals and vision. Additionally, this feedback is geared to assist each employee in understanding her or his strengths and weaknesses, and can contribute insights into areas of work that may need professional development. The feedback is viewed as useful in defining the skills and behaviors needed to exceed client/customer expectations. The results from 360 º review are often used by the person receiving the feedback to plan their training and development. The results are also used by some organizations for making promotional or pay decisions.
Pros and Cons of the 360º method: Factors linked to success
• Improved and well-rounded feedback from a variety of sources: Coworker, peer, direct reports and supervisors all contribute equally to an employee’s assessment and can help workers understand how others within their organization view their work.
• Team development: helps team members learn how to work more effectively with one another; multi-rater feedback can help team members more accountable to one another as the ...