Site icon FirstHR Resources Center

360 Survey

360 Survey

Introduction

A 360-degree feedback survey, often called a “360 survey” or “360-degree review,” is a performance appraisal or feedback process that gathers input from various sources to provide a comprehensive view of an individual’s skills, competencies, and behaviors. Unlike traditional performance reviews that typically involve feedback from a supervisor, a 360-degree survey collects feedback from multiple perspectives, including peers, subordinates, and sometimes even customers or clients.

Here’s a breakdown of the key aspects of a 360-degree survey

  1. 360-Degree Feedback Sources:
    • Self-assessment: The individual being evaluated provides their own feedback.
    • Supervisor/Manager: Feedback is collected from the person’s direct supervisor or manager.
    • Peers/Colleagues: Input is gathered from coworkers at the same level or in similar roles.
    • Subordinates/Team Members: For individuals in leadership positions, feedback may be obtained from those reporting to them.
    • Customers/Clients: In some cases, especially in customer-facing roles, external stakeholders may provide input.
  2. Confidentiality:
    • To encourage honest and constructive feedback, responses are often kept anonymous. This allows respondents to share their opinions openly without fear of reprisal.
  3. Focus Areas:
    • The survey typically covers a range of competencies and behaviors relevant to the individual’s job, such as communication skills, teamwork, leadership, problem-solving, and other job-specific attributes.
  4. Report and Feedback:
    • After data collection, a report is generated and shared with the individual. This report provides a summary of feedback from different sources, highlighting strengths and areas for improvement.
  5. Developmental Tool:
    • The primary purpose of a 360-degree survey is often developmental rather than evaluative. It gives individuals insights into their performance and behaviors, facilitating personal and professional growth.
  6. Organizational Use:
    • Many organizations use 360-degree feedback as part of their performance management and employee development processes. It can be a valuable tool for identifying training needs, improving teamwork, and fostering a culture of continuous improvement.

Conclusion

It’s important to note that the effectiveness of 360-degree surveys depends on factors such as the survey design, the quality of the feedback process, and the organization’s commitment to using the results for positive development.

Exit mobile version