How does 360 feedback support change leadership?
360 Basics: 360 evaluation, 360 feedback
A 360 evaluation involves direct feedback from an employee's subordinates, peers, and supervisor(s), as well as a self-evaluation. It can also include feedback from external sources, such as customers and suppliers, or other interested stakeholders. Individual responses are always combined with responses from other people in the same rater category (e.g., peers or direct reports) to preserve anonymity and to give the employee a clear picture of his or her greatest overall strengths and weaknesses.
The 360 feedback process gives people an opportunity to provide anonymous feedback to a coworker that they might otherwise be uncomfortable sharing. 360 feedback recipients gain insight into how others perceive them and have an opportunity to adjust behaviors and develop skills that will enable them to implement change and excel at their jobs.
What does 360 feedback report include?
The 360 evaluation focuses on subjective areas such as teamwork, character, and leadership effectiveness.
- 60 feedback measures behaviors and competencies more than basic skills, job requirements, and performance objectives.
- Skills such as listening, planning, and goal-setting are addressed in 360 evaluations.
- 360 reports include feedback on how others perceive an employee’s behaviors and competencies.
One of the best tools for improving employee performance and realizing potential, 360 feedback can be provided via two methods:
- Custom in-person 360 feedback interview
- Checkpoint 360 tool