{"id":10063,"date":"2016-06-29T00:00:00","date_gmt":"2016-06-28T18:30:00","guid":{"rendered":""},"modified":"2025-04-24T12:15:19","modified_gmt":"2025-04-24T06:45:19","slug":"360-feedback-setup-guide","status":"publish","type":"post","link":"https:\/\/grosum.com\/blog\/360-feedback-setup-guide\/","title":{"rendered":"How to Setup 360\u00b0 Feedback?"},"content":{"rendered":"

During World War II German Military first started gathering feedback from multiple sources in order to evaluate performance. After being first introduced in the 1950s to gather information from employees, 360 Degree Feedback<\/a> has made rapidly into the corporate world. With 90 % of Fortune 500 firms using 360\u00b0 Feedback and one-third of US companies use multi-type \u2013 feedback.<\/span><\/p>\n

But let\u2019s get down to the basic definition of what 360\u00b0 Feedback is:<\/span><\/p>\n

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\u201c360 Feedback is the process of getting feedback from various stakeholders an employee deals with viz Senior, Junior, Peer, Customers, Partners\/Vendors, and Board Members. The feedback is taken on relevant work behaviors that feedback owners are in position to fairly evaluate\u201d <\/span><\/em><\/strong><\/p>\n<\/blockquote>\n

360 Degree Feedback<\/a> is mainly used for development purposes, where information from the feedback can be used for employee work skill and behavior development. We all have blind spots, hidden strengths and need to improve our self-awareness and this is what 360\u00b0 Feedback helps us to do, by getting someone else\u2019s perspective. Someone, who we are daily interacting within our workplace and has a perception about you.<\/span><\/p>\n

What we have seen, 70 % of Human Resource use 360 Degree Feedback mainly for the following category:<\/span><\/p>\n

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  1. C-Level Executives, VPs, CEO-COO<\/span><\/strong><\/li>\n
  2. Top Performer Mid-level Executives<\/span><\/strong><\/li>\n
  3. Employees of organizations operating in niche industries and domain<\/span><\/strong><\/li>\n<\/ol>\n

    We come across a lot of people wanting to do 360 Degree Feedback but are unable to understand where to start from.<\/span><\/p>\n

    Well, this is a detailed step by step guide on what needs to be done to conduct a 360\u00b0 Feedback at your place.<\/span><\/p>\n

    A lot of places 360\u00b0 Feedback is also used in Performance Appraisals and final promotion. Please do not confuse this with 360\u00b0 Performance Reviews. We will also discuss how 360\u00b0 Feedback can be used in Performance Evaluation.<\/span><\/p>\n

    Before helping you to have a step by step guide, here are some key hygiene points which are a must before you go ahead and conduct an effective 360\u00b0 Feedback process. Though these touch points can form a separate post, here is a quick rundown through it:<\/span><\/p>\n

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    1. The objective of the process:<\/em><\/strong> The end result should be clear on how the 360\u00b0 Feedback process should be used for Employee Development, and improve work\/behavior skills.<\/span><\/li>\n
    2. Documentation and Conduct:<\/strong><\/em> 360\u00b0 Feedback is a process with some needs :<\/span><\/li>\n<\/ol>\n