{"id":10282,"date":"2017-07-24T17:12:54","date_gmt":"2017-07-24T11:42:54","guid":{"rendered":"https:\/\/grosum.com\/blog\/?p=10282"},"modified":"2022-02-04T19:47:38","modified_gmt":"2022-02-04T14:17:38","slug":"360-degree-feedback","status":"publish","type":"post","link":"https:\/\/grosum.com\/blog\/360-degree-feedback\/","title":{"rendered":"360 Degree Feedback: A Complete Overview"},"content":{"rendered":"<h1><strong>360 Degree Feedback &#8211; What, Why, How?<\/strong><\/h1>\n<p><span style=\"font-weight: 400;\">Simply, 360 Degree Feedback is a review process where employees\u00a0<\/span><b>anonymously<\/b><span style=\"font-weight: 400;\"> receive <\/span><b>feedback<\/b><span style=\"font-weight: 400;\"> from those who work with them.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Known also by\u00a0<\/span><b>multi-rater feedback<\/b><span style=\"font-weight: 400;\">, <\/span><b>multi-source feedback<\/b><span style=\"font-weight: 400;\"> or <\/span><b>multi-source assessment<\/b><span style=\"font-weight: 400;\">, it dates all the way back to WWII when the German military gathered information from multiple sources to evaluate performance. So, it&#8217;s definitely not a new age thing !!!<\/span><\/p>\n<p><span style=\"font-weight: 400;\">The process is quite inclusive in how it gathers\u00a0feedback from both\u00a0<strong>internal<\/strong> stakeholders (like <\/span><b>peers<\/b><span style=\"font-weight: 400;\"> and <\/span><b>subordinates<\/b><span style=\"font-weight: 400;\">) and <\/span><b>external <\/b>stakeholders <span style=\"font-weight: 400;\">\u00a0<\/span><b><span style=\"font-weight: 400;\">(like\u00a0<strong>customers<\/strong>\u00a0<\/span><span style=\"font-weight: 400;\">and\u00a0<\/span>subordinates<span style=\"font-weight: 400;\">)\u00a0<\/span><\/b><span style=\"font-weight: 400;\">as raters <a href=\"https:\/\/search.proquest.com\/docview\/305362568\" target=\"_blank\" rel=\"noopener\">along with conventional appraisals<\/a>.<\/span><\/p>\n<p>In most\u00a0organizations,\u00a0the\u00a0core purpose\u00a0of the 360 Degree Feedback\u00a0process\u00a0is to\u00a0<strong>effectively drive development and help people\u00a0recognize their strengths and weaknesses<\/strong><\/p>\n<ul>\n<li>In a nutshell, the feedback gains them valuable\u00a0<strong>insights<\/strong>\u00a0into how they are professionally\u00a0<em>perceived<\/em>\u00a0by their<strong>\u00a0co-workers and associates<\/strong>. This then becomes an\u00a0<em>opportunity<\/em>\u00a0for them to\u00a0<strong>develop skills<\/strong>\u00a0and\u00a0<strong>adjust workplace behavior<\/strong>\u00a0to excel accordingly.<\/li>\n<\/ul>\n<p>Sometimes, 360 Degree Feedback is also used to\u00a0measure employee performance along with appraisals.<\/p>\n<ul>\n<li>A common practice, for sure, but one that is not without its share of\u00a0<a href=\"https:\/\/www.slideshare.net\/TETIndia\/dont-mix-360-feedback-with-performance-appraisals\" target=\"_blank\" rel=\"noopener\">associated problems<\/a>.<\/li>\n<\/ul>\n<p>360 Degree Feedback shoots for an <b>organic and holistic focus<\/b> on<b> an individual employee\u2019s behaviors <\/b>and <b>competencies<\/b>\u2014more than just job requirements, basic skills, and <a href=\"https:\/\/engineeringmanagementinstitute.org\/what-is-your-ultimate-career-goal\/\" target=\"_blank\" rel=\"noopener\">goal-oriented<\/a> performance objectives. This may be integrated into a larger employee performance management process, but <i>only<\/i> after clear <b>research and<\/b> <b>communication<\/b> about how it will be implemented.<\/p>\n<h1><span style=\"font-family: 'Open Sans', 'Helvetica Neue', Helvetica, Arial, sans-serif;\"> 360-Degree Feedback 101:<br \/>\n<a href=\"https:\/\/www.grosum.com\/i\/360-feedback\/\" target=\"_blank\" rel=\"noopener\"><img loading=\"lazy\" decoding=\"async\" class=\"alignright wp-image-10306 size-medium\" src=\"https:\/\/grosum.com\/blog\/wp-content\/uploads\/2017\/07\/nest-300x300.png\" alt=\"diagram showing different participants of a 360-degree feedback system including peers, customers, top management, immediate superiors, subordinates and self-assessment\" width=\"300\" height=\"300\" srcset=\"https:\/\/grosum.com\/blog\/wp-content\/uploads\/2017\/07\/nest-300x300.png 300w, https:\/\/grosum.com\/blog\/wp-content\/uploads\/2017\/07\/nest-150x150.png 150w, https:\/\/grosum.com\/blog\/wp-content\/uploads\/2017\/07\/nest-768x768.png 768w, https:\/\/grosum.com\/blog\/wp-content\/uploads\/2017\/07\/nest-1024x1024.png 1024w, https:\/\/grosum.com\/blog\/wp-content\/uploads\/2017\/07\/nest.png 1400w\" sizes=\"auto, (max-width: 300px) 100vw, 300px\" \/><\/a><\/span><\/h1>\n<p style=\"margin: 22.5pt 0in 22.5pt 0in;\"><span style=\"font-size: 15.0pt; color: #333333;\"><a href=\"https:\/\/grosum.com\/blog\/performance-management-reports-analytics\/\" target=\"_blank\" rel=\"noopener\"><span style=\"color: #333333;\">World War II<\/span><\/a>\u00a0aside, the concept of the 360 Degree Feedback system came into public thinking in the 1950s and 1960s when\u00a0<\/span><b>organizational development<\/b><span style=\"font-weight: 400;\">\u00a0became a topic of increasing interest.<\/span><\/p>\n<p style=\"font-variant-ligatures: normal; font-variant-caps: normal; orphans: 2; text-align: start; widows: 2; -webkit-text-stroke-width: 0px; text-decoration-style: initial; text-decoration-color: initial; word-spacing: 0px; margin: 22.5pt 0in 22.5pt 0in;\"><span style=\"font-weight: 400;\"><span style=\"font-size: 15.0pt; color: #333333;\">Organizations understood the\u00a0<\/span><i>need<\/i>\u00a0for\u00a0<b>holistic improvement<\/b>\u00a0in\u00a0an employee\u2019s <b>behavior\u00a0<\/b>and<b>\u00a0development<\/b>. Initially, efforts were heavily focussed on collecting feedback upward i.e. Managers seeking feedback from reportees that gradually evolved into the bare essentials of the<b>\u00a0inclusive multi-rater<\/b>\u00a0360 Degree Feedback functions we know today.<\/span><\/p>\n<p style=\"font-variant-ligatures: normal; font-variant-caps: normal; orphans: 2; text-align: start; widows: 2; -webkit-text-stroke-width: 0px; text-decoration-style: initial; text-decoration-color: initial; word-spacing: 0px; margin: 22.5pt 0in 22.5pt 0in;\"><span style=\"font-weight: 400;\">The process <\/span><i><span style=\"font-weight: 400;\">typically<\/span><\/i><span style=\"font-weight: 400;\">\u00a0engages\u00a0both internal and external stakeholders, sometimes including the employees themselves, their <\/span><b>manager<\/b><span style=\"font-weight: 400;\">, <\/span><b>peers<\/b><span style=\"font-weight: 400;\">, and <\/span><b>customers <\/b><span style=\"font-weight: 400;\">or<\/span> <span style=\"font-weight: 400;\">even<\/span><b> vendors <\/b><span style=\"font-weight: 400;\">they have interacted with.<br \/>\n<\/span><\/p>\n<ol>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">A number of <\/span><i><span style=\"font-weight: 400;\">at least<\/span><\/i><span style=\"font-weight: 400;\"> five people (a good number to start out with, although a larger number is recommended for credible sample size) fill out a feedback form, answering <\/span><i><span style=\"font-weight: 400;\">relevant<\/span><\/i><span style=\"font-weight: 400;\"> questions related to a recipient\u2019s <\/span><b>workplace behavior <\/b><span style=\"font-weight: 400;\">and<\/span><b> interactions<\/b><span style=\"font-weight: 400;\"><span style=\"font-weight: 400;\"><span style=\"font-weight: 400;\"><span style=\"font-weight: 400;\"><span style=\"font-weight: 400;\"><span style=\"font-weight: 400;\"><span style=\"font-weight: 400;\"><span style=\"font-weight: 400;\"><span style=\"font-weight: 400;\"><span style=\"font-weight: 400;\"><span style=\"font-weight: 400;\"><span style=\"font-weight: 400;\"><span style=\"font-weight: 400;\"><span style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">.<\/span><\/span><\/span><\/span><\/span><\/span><\/span><\/span><\/span><\/span><\/span><\/span><\/span><\/span><\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\"><span style=\"font-weight: 400;\"><span style=\"font-weight: 400;\"><span style=\"font-weight: 400;\"><span style=\"font-weight: 400;\"><span style=\"font-weight: 400;\"><span style=\"font-weight: 400;\"><span style=\"font-weight: 400;\"><span style=\"font-weight: 400;\"><span style=\"font-weight: 400;\"><span style=\"font-weight: 400;\"><span style=\"font-weight: 400;\"><span style=\"font-weight: 400;\"><span style=\"font-weight: 400;\"><span style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Greater participation produces more reliable and neutral feedback visibly free of biases.<\/span><\/span><\/span><\/span><\/span><\/span><\/span><\/span><\/span><\/span><\/span><\/span><\/span><\/span><\/span><\/span><\/li>\n<li>On completion of the 360 Degree Feedback, a detailed report is presented to the recipients to<em> help understand\u00a0<\/em>their\u00a0<strong>strengths<\/strong>\u00a0and\u00a0<strong>weaknesses<\/strong>\u00a0and build a\u00a0<strong>development plan<\/strong>.<\/li>\n<li>The individual responses are, of course,\u00a0kept <strong>confidential<\/strong>. They\u2019re presented together along with others from the\u00a0<strong>same respondent category<\/strong>(e.g.\u00a0<strong>peers<\/strong>,<strong>\u00a0subordinates<\/strong>, etc.) to preserve anonymity.<br \/>\n(We thought of everything, don\u2019t worry.\u00a0<a href=\"http:\/\/www.google.com\/url?q=http%3A%2F%2F360fdbk.com%2Fresources%2Fwp-content%2Fplugins%2Femail-before-download%2Fdownload.php%3Fdl%3D57066047a2d536a20b697885a977d0d5&amp;sa=D&amp;sntz=1&amp;usg=AFQjCNGRpef4e31EqGsapUM50a0kTe-1ow\" target=\"_blank\" rel=\"noopener\">Reports<\/a>\u00a0feature later on in this piece!)<\/li>\n<li>In this age of automation,\u00a0online <a href=\"https:\/\/mettl.com\/360-degree-feedback-tool\" target=\"_blank\" rel=\"noopener\">360 Degree Feedback tools<\/a> are mostly deployed that have to be\u00a0<strong>customized\u00a0<\/strong>to the needs of the process they are being used in.<\/li>\n<li>Of course, the core piece of the process is a\u00a0<strong>feedback form\u00a0<\/strong>that has to be built with well-researched questions structured logically equipped to gather effective feedback for the recipient.<\/li>\n<\/ol>\n<p>Primarily concerned with helping\u00a0<b>employees understand<\/b>\u00a0how they can\u00a0<b>develop and help the organization grow<\/b>, the 360 Degree Feedback process\u2019 essential use lies in\u00a0<b>enhancing the bottom line of an enterprise while creating an environment that fosters greater cooperation, collaboration, and success<\/b>.<\/p>\n<p style=\"margin: 22.5pt 0in 22.5pt 0in;\"><span style=\"font-size: 15.0pt; color: #333333;\">The\u00a0<\/span><a href=\"https:\/\/hbr.org\/2012\/09\/getting-360-degree-reviews-right\" target=\"_blank\" rel=\"noopener\"><i><span style=\"color: #333333;\">benefits<\/span><\/i><\/a>\u00a0to be reaped by implementing a 360 Degree Feedback system in terms of performance increased through\u00a0<b>transparent communications<\/b><span style=\"font-weight: 400;\">\u00a0and\u00a0<\/span><b>greater self-awareness<\/b><span style=\"font-weight: 400;\">\u00a0are too immense to ignore, despite its challenges.<\/span><\/p>\n<h1><strong>A 360 Degree Feedback&#8230;Questionnaire?<\/strong><\/h1>\n<p><a href=\"https:\/\/www.grosum.com\/i\/360-feedback\/\" target=\"_blank\" rel=\"noopener\"><img loading=\"lazy\" decoding=\"async\" class=\"alignright wp-image-10307 size-medium\" src=\"https:\/\/grosum.com\/blog\/wp-content\/uploads\/2017\/07\/nest-1-300x300.png\" alt=\"\" width=\"300\" height=\"300\" srcset=\"https:\/\/grosum.com\/blog\/wp-content\/uploads\/2017\/07\/nest-1-300x300.png 300w, https:\/\/grosum.com\/blog\/wp-content\/uploads\/2017\/07\/nest-1-150x150.png 150w, https:\/\/grosum.com\/blog\/wp-content\/uploads\/2017\/07\/nest-1-768x768.png 768w, https:\/\/grosum.com\/blog\/wp-content\/uploads\/2017\/07\/nest-1-1024x1024.png 1024w, https:\/\/grosum.com\/blog\/wp-content\/uploads\/2017\/07\/nest-1.png 1400w\" sizes=\"auto, (max-width: 300px) 100vw, 300px\" \/><\/a><\/p>\n<p>The most important\u00a0aspect of the 360 Degree Feedback program planning phase is the\u00a0<strong>design of the questionnaire<\/strong>\u00a0to get feedback on.<\/p>\n<p>Before one jumps into designing the questionnaire, it is imperative to spend some time to ask &amp; answer the critical questions<\/p>\n<ul>\n<li><strong>What are we measuring<\/strong>\u00a0&#8211; Competencies, Values, Behaviors? For each, what are the list of attributes the employee will be measured on?<\/li>\n<li>For each such attribute, <strong>what description &amp; pointers should be added<\/strong>\u00a0to make it easier for the feedback provider to know what to focus on and measure?<\/li>\n<li><strong>What are the tools for measurement<\/strong>? Typically a rating scale that can be based on time (always, seldom, often, etc), utility (good, better, worse, etc) or conformity (Fully agree, disagree, etc).<\/li>\n<li>Maybe at times, we need to ask questions that require subjective feedback. What are such <strong>open-ended questions<\/strong> that are to be asked by the respondent profile?<\/li>\n<li>What are the <strong>different respondent profiles<\/strong> that will participate in giving feedback i.e. Senior, Junior, Customer, etc?<\/li>\n<li>Surely, our <strong>questionnaire has to be customized<\/strong>\u00a0based on the role of the employee &amp; the respondent.<\/li>\n<\/ul>\n<p>Usually, in 360 Degree Feedback engagements, the Questionnaire<\/p>\n<ol>\n<li>Has a\u00a0<strong>fair number of questions\u00a0<\/strong>that aim to capture optimal responses while not causing boredom or disinterest in the respondent. Typically, the size of the questionnaire is approximately10 competencies to rate and 3-5 subjective questions to respond to.<\/li>\n<li><strong>Parameters to be rated are added with descriptors <\/strong>in a sentence or two, such that there is no room for confusion for the respondent.<\/li>\n<li>A\u00a0<strong>3 to 5 point rating scale\u00a0<\/strong>is used, depending on what is being measured. If the rating is on utility, a 3 point rating scale can be quite useful. Again, if the respondent is being asked for agreement or disagreement, a longer rating scale is recommended.<\/li>\n<li><strong>Subjective inputs are also requested for each parameter<\/strong>. Since quantitative measurements are open to interpretation, any subjective feedback tagged along to the rating provides context &amp; relevance to the employee.<\/li>\n<li>To keep it simple, a<strong> standard questionnaire<\/strong> is administered irrespective of employee and respondent profile. This helps in comparing ratings on same parameters received across different respondent profiles.<\/li>\n<\/ol>\n<p>The Questionnaire is the data collection tool &amp; cannot be inadequately designed for the objectives of the exercise.<\/p>\n<p>A useful approach is to run a pilot trial on a sample group before the Go-Live of the program. This helps in finetuning the process &amp; identifying gaps that weren\u2019t imagined before.<\/p>\n<h1><strong>360 Degree Feedback Process Planning:\u00a0<\/strong>Things to keep in mind<\/h1>\n<p><a href=\"https:\/\/www.grosum.com\/i\/360-feedback\/\" target=\"_blank\" rel=\"noopener\"><img loading=\"lazy\" decoding=\"async\" class=\"alignright wp-image-10286 size-medium\" src=\"https:\/\/grosum.com\/blog\/wp-content\/uploads\/2017\/07\/360\u00b0-300x300.png\" alt=\"Shows multi-coloured interlocking gears working together meant to convey a beneficial 360-degree feedback system and how many people and factors work together in it\" width=\"300\" height=\"300\" srcset=\"https:\/\/grosum.com\/blog\/wp-content\/uploads\/2017\/07\/360\u00b0-300x300.png 300w, https:\/\/grosum.com\/blog\/wp-content\/uploads\/2017\/07\/360\u00b0-150x150.png 150w, https:\/\/grosum.com\/blog\/wp-content\/uploads\/2017\/07\/360\u00b0-768x768.png 768w, https:\/\/grosum.com\/blog\/wp-content\/uploads\/2017\/07\/360\u00b0-1024x1024.png 1024w, https:\/\/grosum.com\/blog\/wp-content\/uploads\/2017\/07\/360\u00b0.png 1400w\" sizes=\"auto, (max-width: 300px) 100vw, 300px\" \/><\/a>Without proper planning, a 360 Feedback program is being set up for failure. Here we identify some of the important things to keep in mind while designing a 360 feedback process<\/p>\n<ul>\n<li>\n<h4><b>Carefully consider the background and history of the organization before implementing a 360-degree system for feedback:<br \/>\n<\/b><\/h4>\n<p>Keep note that a team has been established and running for a certain level of time (<a href=\"http:\/\/www.sesp.northwestern.edu\/masters-learning-and-organizational-change\/knowledge-lens\/stories\/2012\/improving-team-performance-through-360-degree-feedback.html\" target=\"_blank\" rel=\"noopener\">almost<\/a> two years, usually) before introducing the feedback process.<\/p>\n<p>Assess factors like <b>team maturity, trust levels, commitment, and stability <\/b><span style=\"font-weight: 400;\">prior to launch, take stock of the positive or negative implications these might have for feedback.<\/span><\/li>\n<\/ul>\n<ul>\n<li>\n<h4><b>Establish a structure and purpose for the 360-degree feedback:<br \/>\n<\/b><\/h4>\n<p>Clear communication about the purpose and benefits of the 360-degree feedback process helps with <b>negating the biases<\/b><span style=\"font-weight: 400;\"> that sometimes creep in.<\/span><\/p>\n<figure id=\"attachment_10320\" aria-describedby=\"caption-attachment-10320\" style=\"width: 179px\" class=\"wp-caption alignright\"><a href=\"https:\/\/www.grosum.com\/i\/360-feedback\/\" target=\"_blank\" rel=\"noopener\"><img loading=\"lazy\" decoding=\"async\" class=\"wp-image-10320\" src=\"https:\/\/grosum.com\/blog\/wp-content\/uploads\/2017\/07\/wd071110-239x300.gif\" alt=\"All participating parties need to be coached to give and receive feedback in the best way possible.\" width=\"179\" height=\"225\" srcset=\"https:\/\/grosum.com\/blog\/wp-content\/uploads\/2017\/07\/wd071110-239x300.gif 239w, https:\/\/grosum.com\/blog\/wp-content\/uploads\/2017\/07\/wd071110-119x150.gif 119w\" sizes=\"auto, (max-width: 179px) 100vw, 179px\" \/><\/a><figcaption id=\"caption-attachment-10320\" class=\"wp-caption-text\">All participating parties need to be coached to give and receive feedback in the best way possible.<\/figcaption><\/figure>\n<p>Help everyone involved understand how important the process is for <b>general\u00a0<\/b><b>development and individual improvement<\/b><span style=\"font-weight: 400;\">. Mention and stress upon the <\/span><b>anonymity<\/b><span style=\"font-weight: 400;\"> associated with it and that the feedback provided are <\/span><i><span style=\"font-weight: 400;\">only <\/span><\/i><span style=\"font-weight: 400;\">on the basis of workplace behavior.<\/span><\/p>\n<p>These decisions on the structure will consider the purposes for which feedback will be used for, along with preparing an <b>action plan<\/b><span style=\"font-weight: 400;\"> to share feedback within the team.<\/span><\/p>\n<p>This plan helps prevent respondents from cynicism, thus encouraging them to provide feedback in the future. Leaders can also determine beforehand the frequency with which feedback will be collected in the future.<\/p>\n<p>A <b>standard recommendation<\/b><span style=\"font-weight: 400;\">\u00a0is to <\/span><b>conduct feedback in six to twelve-month intervals<\/b><span style=\"font-weight: 400;\"> from the start of the feedback process in which progress and performance improvements will be assessed.<\/span><\/li>\n<\/ul>\n<figure id=\"attachment_10309\" aria-describedby=\"caption-attachment-10309\" style=\"width: 840px\" class=\"wp-caption aligncenter\"><a href=\"http:\/\/dilbert.com\" target=\"_blank\" rel=\"noopener\"><img loading=\"lazy\" decoding=\"async\" class=\"wp-image-10309 size-large\" src=\"https:\/\/grosum.com\/blog\/wp-content\/uploads\/2017\/07\/Only-anonymous-360-degree-feedback-can-lead-to-any-real-honesty.-1024x315.gif\" alt=\"Funny Dilbert cartoon about feedback that isn't honest when you're always out to please people. 360 Degree Feedback ensures anonymity and thus is essential for constructive, unbiased feedback\" width=\"840\" height=\"258\" srcset=\"https:\/\/grosum.com\/blog\/wp-content\/uploads\/2017\/07\/Only-anonymous-360-degree-feedback-can-lead-to-any-real-honesty.-1024x315.gif 1024w, https:\/\/grosum.com\/blog\/wp-content\/uploads\/2017\/07\/Only-anonymous-360-degree-feedback-can-lead-to-any-real-honesty.-150x46.gif 150w, https:\/\/grosum.com\/blog\/wp-content\/uploads\/2017\/07\/Only-anonymous-360-degree-feedback-can-lead-to-any-real-honesty.-300x92.gif 300w, https:\/\/grosum.com\/blog\/wp-content\/uploads\/2017\/07\/Only-anonymous-360-degree-feedback-can-lead-to-any-real-honesty.-768x236.gif 768w\" sizes=\"auto, (max-width: 840px) 100vw, 840px\" \/><\/a><figcaption id=\"caption-attachment-10309\" class=\"wp-caption-text\">Only anonymous 360-degree feedback can lead to any real honesty. \u00a0Credit: Dilbert by Scott Adams.<\/figcaption><\/figure>\n<ul>\n<li>\n<h4><b>Maintain an air of fairness and absolute anonymity:<br \/>\n<\/b><\/h4>\n<p>Agree upon a <b>minimum number of raters<\/b><span style=\"font-weight: 400;\"> beforehand to establish and protect rater anonymity. The usual bar is having <\/span><i><span style=\"font-weight: 400;\">at least<\/span><\/i><span style=\"font-weight: 400;\"> five raters across respondent groups to complete the feedback process that is shared with the individual.<\/span><\/p>\n<p>Additionally, ensure that employees and their raters feel the p<b>rocess to be fair<\/b><span style=\"font-weight: 400;\"> and can thus expect to be <\/span><b>rated honestly.<\/b><\/p>\n<p>This is the crucial bit where having a <b>heterogeneous rater pool <\/b><span style=\"font-weight: 400;\">involving input from both the manager and the employee being reviewed is the go-to approach to ensure the smooth functioning of the 360 degree feedback system.<\/span><\/li>\n<\/ul>\n<ul>\n<li>\n<h4><b>Make sure feedback is approached and shared appropriately:<br \/>\n<\/b><\/h4>\n<p>Whether it is delivered by a well-versed external consultant, an <a href=\"https:\/\/www.grosum.com\/i\/360-feedback\/\" target=\"_blank\" rel=\"noopener\"><b>automated 360-Degree Feedback system<\/b><\/a><span style=\"font-weight: 400;\"> or an internal leader, it is critically important that feedback is shared in a way that propels an organization (or a team with it) to better perception and performance levels.<\/span><\/p>\n<p>Direct training towards <b>helping leaders interpret feedback result<\/b><span style=\"font-weight: 400;\">s, help other members identify strengths and weaknesses, handle and deal with negative feedback. All of this points towards <\/span><b>developing action plans<\/b><span style=\"font-weight: 400;\"> for sharing feedback with the team and working towards clear, established goals.<\/span><\/li>\n<\/ul>\n<ul>\n<li style=\"font-weight: 400;\">\n<h4><b>Remember that the 360 Degree Feedback Process is <a href=\"https:\/\/global.thomasinternational.net\/portals\/27\/docfra\/links\/360%20Degree%20Feedback_GeneralInfo.pdf\" target=\"_blank\" rel=\"noopener\">not a Performance Review<\/a>:<br \/>\n<\/b><\/h4>\n<p>360 Feedback is a<i><span style=\"font-weight: 400;\"> tool <\/span><\/i><span style=\"font-weight: 400;\">that provides <\/span><b>developmental benefits and opportunities<\/b><span style=\"font-weight: 400;\"> for employees. This relates to their workplace behavior, communication, and other activities. Performance reviews <a href=\"https:\/\/blog.cake.hr\/employee-performance-evaluation-modules-appraisals-360-degree-feedback\/\" target=\"_blank\" rel=\"noopener\">evaluate employee performance<\/a> based on certain work goals that were set for a given time frame.<\/span><\/p>\n<p>The two just <a href=\"https:\/\/in.pinterest.com\/pin\/365073113527151165\/\" target=\"_blank\" rel=\"noopener\">don&#8217;t mix well<\/a>.<\/p>\n<p>360-Degree Feedback is not<span style=\"font-weight: 400;\"> a way to measure performance objectives, fulfillment of basic job requirements or focused on any particular technical or job-specific skills.<br \/>\n<\/span><\/p>\n<figure id=\"attachment_10319\" aria-describedby=\"caption-attachment-10319\" style=\"width: 292px\" class=\"wp-caption alignleft\"><a href=\"https:\/\/www.grosum.com\/i\/360-feedback\/\" target=\"_blank\" rel=\"noopener\"><img loading=\"lazy\" decoding=\"async\" class=\"wp-image-10319\" src=\"https:\/\/grosum.com\/blog\/wp-content\/uploads\/2017\/07\/rc030315-265x300.gif\" alt=\"Your 360-Degree Feedback system is as good as the culture you want to create and implement it in. Credit:\u00a0&lt;a class=&quot;link-blended&quot; href=&quot;http:\/\/www.gocomics.com\/working-daze&quot;&gt;Working Daze\u00a0&lt;small&gt;by John Zakour and Scott Roberts&lt;\/small&gt;&lt;\/a&gt;\" width=\"292\" height=\"331\" srcset=\"https:\/\/grosum.com\/blog\/wp-content\/uploads\/2017\/07\/rc030315-265x300.gif 265w, https:\/\/grosum.com\/blog\/wp-content\/uploads\/2017\/07\/rc030315-132x150.gif 132w\" sizes=\"auto, (max-width: 292px) 100vw, 292px\" \/><\/a><figcaption id=\"caption-attachment-10319\" class=\"wp-caption-text\">Your 360-Degree Feedback system is as good as the culture you want to create and implement it in. Credit:\u00a0<a class=\"link-blended\" href=\"http:\/\/www.gocomics.com\/working-daze\">Working Daze\u00a0<small>by John Zakour and Scott Roberts<\/small><\/a><\/figcaption><\/figure>\n<p>&nbsp;<\/p>\n<p><span style=\"font-weight: 400;\"><br \/>\nUse it to\u00a0<b>create a strong\u00a0<a href=\"https:\/\/www.tinypulse.com\/2014-employee-engagement-organizational-culture-report\" target=\"_blank\" rel=\"noopener\">company culture<\/a><\/b>\u00a0that promotes\u00a0<b>self-awareness\u00a0<\/b>and creates\u00a0<b>transparency in communications<\/b>\u00a0through foundations of trust and clarity towards the mutual goals needed to sustain the benefits it brings.<br \/>\n<\/span><\/li>\n<\/ul>\n<h2><\/h2>\n<h2><\/h2>\n<h2><\/h2>\n<h1><strong>360 Degree Feedback, pros and cons ahoy!<\/strong><\/h1>\n<figure id=\"attachment_10312\" aria-describedby=\"caption-attachment-10312\" style=\"width: 300px\" class=\"wp-caption alignright\"><a href=\"https:\/\/www.grosum.com\/i\/360-feedback\/\" target=\"_blank\" rel=\"noopener\"><img loading=\"lazy\" decoding=\"async\" class=\"wp-image-10312 size-medium\" src=\"https:\/\/grosum.com\/blog\/wp-content\/uploads\/2017\/07\/8b5ce7febcb0c4b435ce03869164cf91-300x300.jpg\" alt=\"Elephant in a therapist's couch saying that sometimes even in the middle of the room no one acknowledges it. It's a joke on the the proverbial use of &quot;the elephant in the room&quot; which means any issues too important or striking not to ignore. Just like 360 degree feedback is!\" width=\"300\" height=\"300\" \/><\/a><figcaption id=\"caption-attachment-10312\" class=\"wp-caption-text\">360 Degree Feedback is far too important to ignore. \u00a0Credit: Pinterest.<\/figcaption><\/figure>\n<p><span style=\"font-weight: 400;\">To reiterate, a 360 Degree Feedback system is <\/span><i><span style=\"font-weight: 400;\">not<\/span><\/i><span style=\"font-weight: 400;\"> your average Performance Appraisal process and thus its objective is not to merely <em>judge<\/em> a subject based on a set of work goals.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">It is above all a <\/span><b>developmental tool<\/b><span style=\"font-weight: 400;\">, and like all tools has its own share of advantages, disadvantages, and ways of benefitting from the former by minimizing the latter.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">The 360 Degree Feedback process is obviously more <\/span><b>accurate<\/b><span style=\"font-weight: 400;\">, <\/span><b>reflective<\/b><span style=\"font-weight: 400;\">,<\/span> <span style=\"font-weight: 400;\">and<\/span><b> validating<\/b><span style=\"font-weight: 400;\"> than a one-to-one supervisor assessment of employee traits and thus <\/span><i><span style=\"font-weight: 400;\">more likely<\/span><\/i><span style=\"font-weight: 400;\"> to translate into <a href=\"https:\/\/www.linkedin.com\/pulse\/blunt-effective-feedback-3-stories-justin-rosenstein\" target=\"_blank\" rel=\"noopener\">specific developmental actions and better business results<\/a>.<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\">\n<h3><strong>Provides a grounded and comprehensive look at their core competencies and weaknesses collected <i>anonymously<\/i> from different sources that offer varying perspectives:<\/strong><\/h3>\n<p><span style=\"font-weight: 400;\">&#8211; \u00a0This <\/span><i><span style=\"font-weight: 400;\">reduces <\/span><\/i><b>discrimination<\/b><span style=\"font-weight: 400;\"> because of race, age or gender.<br \/>\n<\/span><span style=\"font-weight: 400;\">&#8211; \u00a0The \u2018<\/span><i><span style=\"font-weight: 400;\">horns and halo\u2019<\/span><\/i><span style=\"font-weight: 400;\"> effect in which a supervisor-rated \u00a0performance based on their most recent interactions with the employee\u2014is minimized<\/span><span style=\"font-weight: 400;\">\u00a0 \u00a0 \u00a0<\/span><\/li>\n<\/ul>\n<ul>\n<li style=\"font-weight: 400;\">\n<h3><strong>Facilitates open communication about performance because it involves giving and receiving <i>feedback from all directions in the organizational structure<\/i> \u2014upwards, sideways and downwards.<\/strong><\/h3>\n<\/li>\n<\/ul>\n<ul>\n<li style=\"font-weight: 400;\">\n<h3><strong>Strengthens and promotes accountability of employees both towards the organization and self-development:<\/strong><\/h3>\n<p><span style=\"font-weight: 400;\">Feedback collected from a relatively larger sample space is found to yield higher quality feedback that is significantly more reliable and viable than those from a lesser number of sources.<\/span><\/li>\n<\/ul>\n<ul>\n<li style=\"font-weight: 400;\">\n<h3><strong>Identifies areas with potential for development both in the personal or professional spheres to help one <i>align better<\/i> with their <i>career goals<\/i> and the collective vision of their organization, facilitating improved team dynamics.<\/strong><\/h3>\n<\/li>\n<li style=\"font-weight: 400;\">\n<h3><strong>Involving external stakeholders like customers in the process:\u00a0<\/strong><\/h3>\n<p><span style=\"font-weight: 400;\">&#8211; \u00a0Empowers employees to be recognized for their strengths and the impact they have on the organization.<br \/>\n<\/span><span style=\"font-weight: 400;\">&#8211; \u00a0Provides managers with valuable insight into <\/span><b>the improvement of services <\/b><span style=\"font-weight: 400;\">across departments and functions.<\/span><\/li>\n<\/ul>\n<ul>\n<li style=\"font-weight: 400;\">\n<h3><strong>Enables organizations to gain resourceful insights into the profiles of differently graded performers thus enabling Human Resource:<\/strong><\/h3>\n<p><span style=\"font-weight: 400;\">&#8211; \u00a0To properly allocate investments.<br \/>\n<\/span><span style=\"font-weight: 400;\">&#8211; \u00a0Implement plans for classes, cross-functional responsibilities, and cross-training.<\/span><\/li>\n<\/ul>\n<h3><span style=\"font-weight: 400;\">The opposite side to this equation shows how an<\/span><b>\u00a0incorrect or hasty implementation of the360-degree feedback<\/b><span style=\"font-weight: 400;\">\u00a0can lead to its own share of \u00a0(although\u00a0<\/span><b>avoidable) disadvantages<\/b><span style=\"font-weight: 400;\">.<\/span><\/h3>\n<figure id=\"attachment_10313\" aria-describedby=\"caption-attachment-10313\" style=\"width: 900px\" class=\"wp-caption aligncenter\"><a href=\"https:\/\/www.grosum.com\/i\/360-feedback\/\" target=\"_blank\" rel=\"noopener\"><img loading=\"lazy\" decoding=\"async\" class=\"wp-image-10313 size-full\" src=\"https:\/\/grosum.com\/blog\/wp-content\/uploads\/2017\/07\/This-is-not-how-you-give-feedback-to-your-boss.-No..gif\" alt=\"Feedback needs to be honest, constructive, multi-source with an adequate number of reviewers and anonymous to be effective. Credit: Dilbert by Scott Adams.\" width=\"900\" height=\"280\" \/><\/a><figcaption id=\"caption-attachment-10313\" class=\"wp-caption-text\">Feedback needs to be honest, constructive, multi-source with an adequate number of reviewers and anonymous to be effective. Credit: Dilbert by Scott Adams.<\/figcaption><\/figure>\n<ul>\n<li style=\"font-weight: 400;\">\n<h3><strong>Feedback may be <i>incorrectly<\/i> provided for <i>dishonest reasons<\/i>\u00a0or motivated by <i>personal bia<\/i>s, ultimately resulting in the process becoming counterproductiv<\/strong><span style=\"font-weight: 400;\"><span style=\"font-weight: 400;\"><span style=\"font-weight: 400;\"><strong>e.<\/strong><\/span><\/span><\/span><\/h3>\n<\/li>\n<li style=\"font-weight: 400;\">\n<h3><strong>The process of giving or receiving anonymous feedback might be:<\/strong><\/h3>\n<p><span style=\"font-weight: 400;\">&#8211; \u00a0Stressful and taken negatively without <\/span><b>proper orientation and training<\/b><span style=\"font-weight: 400;\"> on how to understand and receive it as <\/span><b>constructive criticism<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">&#8211; \u00a0Lose its efficacy, provided employees aren\u2019t coached on how<a href=\"https:\/\/blog.hubspot.com\/marketing\/peer-feedback-tips\" target=\"_blank\" rel=\"noopener\"> to give effective peer feedback<\/a> to their co-workers and seniors, and vice versa.<br \/>\n<\/span><\/li>\n<\/ul>\n<ul>\n<li style=\"font-weight: 400;\">\n<h3><b>An inadequate number of reviewers\u00a0<\/b>might lead to a skewed or biased review.<\/h3>\n<\/li>\n<\/ul>\n<ul>\n<li style=\"font-weight: 400;\">\n<h3><strong>Raters chosen might not be based on their working relationship to the individual<\/strong><span style=\"font-weight: 400;\"><strong> and how closely they know the person leading to a loss in insightful actionable feedback.<\/strong><\/span><\/h3>\n<\/li>\n<\/ul>\n<ul>\n<li style=\"font-weight: 400;\">\n<h3><strong>Feedback stands the <i>risk<\/i> of becoming a mere bureaucratic formality if not executed in an open and methodological fashion<\/strong><span style=\"font-weight: 400;\"><strong>.<\/strong><\/span><\/h3>\n<\/li>\n<\/ul>\n<ul>\n<li style=\"font-weight: 400;\">\n<h3><strong>The creation, distribution, analysis, and management of assessments may:<\/strong><\/h3>\n<p><span style=\"font-weight: 400;\"><strong>&#8211;<\/strong> Become time-consuming and lead <\/span><i><span style=\"font-weight: 400;\">to a loss in the effectiveness<\/span><\/i><span style=\"font-weight: 400;\"> of the feedback.<\/span><\/p>\n<p><span style=\"font-weight: 400;\"><strong>&#8211;<\/strong> Result in people holding back in giving or receiving feedback in a completely honest manner due to fears and a lack of communication.<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">The 360-degree feedback process and its <\/span><b>merits, impacts and potential pitfalls<\/b><span style=\"font-weight: 400;\"> thus have to be substantially communicated to <\/span><i><span style=\"font-weight: 400;\">everyone <\/span><\/i><span style=\"font-weight: 400;\">involved. <\/span><\/p>\n<p><span style=\"font-weight: 400;\">All of these can be easily dealt with by reducing anxiety among employees<\/span><span style=\"font-weight: 400;\">, <\/span><span style=\"font-weight: 400;\">along with <\/span><a href=\"https:\/\/www.grosum.com\/i\/360-feedback\/\" target=\"_blank\" rel=\"noopener\"><b>using a neutral third party<\/b><\/a><span style=\"font-weight: 400;\"> to administer your feedback program.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">The system stands a real risk of failing if it is a mere add-on rather than <\/span><b>a supporter of an organization\u2019s strategic aims, direction, <\/b><span style=\"font-weight: 400;\">and <\/span><b>requirements<\/b><span style=\"font-weight: 400;\">. <\/span><\/p>\n<h1><span style=\"font-weight: 400;\"><strong>360 Degree Feedback Benefits<\/strong><\/span><\/h1>\n<figure id=\"attachment_10314\" aria-describedby=\"caption-attachment-10314\" style=\"width: 900px\" class=\"wp-caption alignleft\"><a href=\"https:\/\/www.grosum.com\/i\/360-feedback\/\" target=\"_blank\" rel=\"noopener\"><img loading=\"lazy\" decoding=\"async\" class=\"wp-image-10314 size-full\" src=\"https:\/\/grosum.com\/blog\/wp-content\/uploads\/2017\/07\/annual-one-to-one-reviews-suck.gif\" alt=\"A humourous cartoon about how one on one annual reviews are not good for employees or company culture. 360 degree feedback is the way\" width=\"900\" height=\"283\" \/><\/a><figcaption id=\"caption-attachment-10314\" class=\"wp-caption-text\"><strong>Not<\/strong> the kind of feedback you deserve to give or get. \u00a0The only feedback anyone needs is 360 Degree Feedback. Credit: Dilbert by Scott Adams<\/figcaption><\/figure>\n<p>Conventional appraisal systems can seriously affect and be affected by superior-subordinate relationships.<\/p>\n<p><span style=\"font-weight: 400;\">Factors like reviews being based on recent performance while employees expect an evaluation of the <\/span><i><span style=\"font-weight: 400;\">entire year\u2019s performance<\/span><\/i><span style=\"font-weight: 400;\"> also leads to a deep-seated <a href=\"https:\/\/www.eremedia.com\/tlnt\/the-annual-review-is-useless-heres-how-to-kill-it\/\" target=\"_blank\" rel=\"noopener\">mistrust of traditional annual reviews<\/a>.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">The <a href=\"https:\/\/www.hrzone.com\/engage\/employees\/make-employee-feedback-more-actionable-and-productive\" target=\"_blank\" rel=\"noopener\">benefits an actionable feedback offers<\/a> affect different levels of the organization differently:<\/span><\/p>\n<figure id=\"attachment_10328\" aria-describedby=\"caption-attachment-10328\" style=\"width: 900px\" class=\"wp-caption aligncenter\"><a href=\"https:\/\/www.grosum.com\/i\/360-feedback\/\" target=\"_blank\" rel=\"noopener\"><img loading=\"lazy\" decoding=\"async\" class=\"wp-image-10328\" src=\"https:\/\/grosum.com\/blog\/wp-content\/uploads\/2017\/07\/Communication-is-Important.gif\" alt=\"One way 360 Degree Feedback affects and helps everyone involved is by starting conversations. It vastly improves communication but formal and informal. Credit: Dilbert by Scott Adams\" width=\"900\" height=\"283\" \/><\/a><figcaption id=\"caption-attachment-10328\" class=\"wp-caption-text\">One way 360 Degree Feedback affects and helps everyone involved is by starting conversations. It vastly improves communication but formal and informal. Credit: Dilbert by Scott Adams<\/figcaption><\/figure>\n<h3><b>For the organization:<\/b><\/h3>\n<ul>\n<li style=\"font-weight: 400;\">\n<h4><span style=\"font-weight: 400;\">Effectively <\/span><b>links and reinforces competencies, behaviors, and skills<\/b><span style=\"font-weight: 400;\"><span style=\"font-weight: 400;\"> that shape the department or organization\u2019s overarching visions and goals.<br \/>\n<\/span><\/span><\/h4>\n<\/li>\n<li style=\"font-weight: 400;\">\n<h4><b>Reduces job overlap <\/b><span style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">along with inefficient use and wastage of an employee\u2019s particular talents.<br \/>\n<\/span><\/span><\/h4>\n<\/li>\n<li style=\"font-weight: 400;\">\n<h4><span style=\"font-weight: 400;\">Maintains an inclusive outlook, <\/span><b>preventing workplace discrimination<\/b><span style=\"font-weight: 400;\"><span style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">.<\/span><\/span><\/span><\/h4>\n<\/li>\n<li style=\"font-weight: 400;\">\n<h4><span style=\"font-weight: 400;\">Makes <\/span><b>management more systemic<\/b><span style=\"font-weight: 400;\"> and better equipped to lead with <\/span><b>access to <\/b><b>in-depth data <\/b><span style=\"font-weight: 400;\"><span style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">gathered from both qualitative and quantitative feedback.<\/span><\/span><\/span><\/h4>\n<\/li>\n<li style=\"font-weight: 400;\">\n<h4><b>Increases accountability<\/b><span style=\"font-weight: 400;\"> within the organization, with employees acutely aware of the specific achievable goals that they are expected to meet.<\/span><\/h4>\n<\/li>\n<\/ul>\n<h3><strong>For the individual employee:<\/strong><\/h3>\n<ul>\n<li style=\"font-weight: 400;\">\n<h4><b>Boosts self-awareness<\/b><span style=\"font-weight: 400;\"> to include not only<\/span><b> strengths and weaknesses<\/b><span style=\"font-weight: 400;\"> but also insights into particular <\/span><b>workplace behavior and interactions<\/b><span style=\"font-weight: 400;\"><span style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">.<\/span><\/span><\/span><\/h4>\n<\/li>\n<li style=\"font-weight: 400;\">\n<h4><span style=\"font-weight: 400;\">Kickstarts <\/span><b>development of new skills<\/b><span style=\"font-weight: 400;\"><span style=\"font-weight: 400;\"><span style=\"font-weight: 400;\"> and behavior along with building upon already existing strengths.<\/span><\/span><\/span><\/h4>\n<\/li>\n<li style=\"font-weight: 400;\">\n<h4><b>Broadens perspective<\/b><span style=\"font-weight: 400;\"><span style=\"font-weight: 400;\"><span style=\"font-weight: 400;\"> to include opinions others have on their ways of work.<\/span><\/span><\/span><\/h4>\n<\/li>\n<li style=\"font-weight: 400;\">\n<h4><b>Improves team dynamics and productivity<\/b><span style=\"font-weight: 400;\"> as instances of both <\/span><b>formal and informal communication tends to increase<\/b><span style=\"font-weight: 400;\"><span style=\"font-weight: 400;\"><span style=\"font-weight: 400;\"> after the implementation of a 360-degree feedback process.<\/span><\/span><\/span><\/h4>\n<\/li>\n<li style=\"font-weight: 400;\">\n<h4><span style=\"font-weight: 400;\">The process also provides raters with a <\/span><b>greater understanding of expected core values <\/b><span style=\"font-weight: 400;\"><span style=\"font-weight: 400;\"><span style=\"font-weight: 400;\"><strong>and behavior<\/strong>.<\/span><\/span><\/span><\/h4>\n<\/li>\n<li style=\"font-weight: 400;\">\n<h4><span style=\"font-weight: 400;\">Allows an individual to <\/span><b>uncover blind spots<\/b><span style=\"font-weight: 400;\"> and <\/span><b>understand hidden skills<\/b><span style=\"font-weight: 400;\"><span style=\"font-weight: 400;\"><span style=\"font-weight: 400;\"> or actions they might have overlooked.<\/span><\/span><\/span><\/h4>\n<\/li>\n<li style=\"font-weight: 400;\">\n<h4><b>Positive change in the behavior of peers<\/b><span style=\"font-weight: 400;\"> due to the results of a 360-degree feedback makes <strong>e<\/strong><\/span><b>mployees feel valued and empowered<\/b><span style=\"font-weight: 400;\"> to effect positive change in the workplace.<\/span><\/h4>\n<\/li>\n<\/ul>\n<h3><strong>For managers or leaders:<\/strong><\/h3>\n<ul>\n<li style=\"font-weight: 400;\">\n<h4><span style=\"font-weight: 400;\">Employees being empowered to provide <\/span><b>honestly, upward feedback <\/b><span style=\"font-weight: 400;\">gives managers and executives, in turn, <\/span><b>a fresh perspective on their leadership skills and behavior<\/b><span style=\"font-weight: 400;\"><span style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">.<\/span><\/span><\/span><\/h4>\n<\/li>\n<li style=\"font-weight: 400;\">\n<h4><span style=\"font-weight: 400;\">The <\/span><b>anonymity<\/b><span style=\"font-weight: 400;\"> ensures the feedback is candid and that <\/span><b>raters have no fear of retribution<\/b><span style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">.<br \/>\n<\/span><\/span><\/h4>\n<\/li>\n<li style=\"font-weight: 400;\">\n<h4><span style=\"font-weight: 400;\">Relatively low initial upward feedback getters usually tend to receive <\/span><b>better ratings with time and effort<\/b><span style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">.<br \/>\n<\/span><\/span><\/h4>\n<\/li>\n<li style=\"font-weight: 400;\">\n<h4><span style=\"font-weight: 400;\">360-degree feedback directed at leaders and managers <\/span><b>reflects well on management<\/b><span style=\"font-weight: 400;\"> as one that<\/span><b> cares about the opinions and satisfaction of its employees<\/b><span style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">.<\/span><\/span><\/h4>\n<\/li>\n<\/ul>\n<p>360-Degree Feedback fosters an <b>open and trustworthy work environment<\/b>\u00a0for everyone working together, committed to complete honesty and helping each other gain a better understanding of their performance and actions.<\/p>\n<h1><strong>360 Degree Feedback Improves Employee Performance, isn\u2019t a Performance Review?<\/strong><\/h1>\n<figure id=\"attachment_10315\" aria-describedby=\"caption-attachment-10315\" style=\"width: 300px\" class=\"wp-caption alignright\"><a href=\"https:\/\/www.grosum.com\/i\/360-feedback\/\" target=\"_blank\" rel=\"noopener\"><img loading=\"lazy\" decoding=\"async\" class=\"wp-image-10315 size-medium\" src=\"https:\/\/grosum.com\/blog\/wp-content\/uploads\/2017\/07\/ext-300x229.jpeg\" alt=\"Feedback is about growth not just crunching numbers. Credit: Brand Camp by Tom Fishburn.\" width=\"300\" height=\"229\" \/><\/a><figcaption id=\"caption-attachment-10315\" class=\"wp-caption-text\">Feedback is about growth not just crunching numbers. Credit: Brand Camp by Tom Fishburn.<\/figcaption><\/figure>\n<p><span style=\"font-weight: 400;\">The 360-degree feedback process is among the <a href=\"http:\/\/www.quicktapsurvey.com\/blog\/8-practical-ways-to-use-employee-surveys-at-work\/\" target=\"_blank\" rel=\"noopener\">most practical of solutions<\/a> that can help you <\/span><b>get the best from your team and help them grow<\/b><span style=\"font-weight: 400;\">. It allows in <\/span><b>inputs and perspectives<\/b><span style=\"font-weight: 400;\"> that manager appraisals alone may not be able to provide.<\/span><span style=\"font-weight: 400;\"><br \/>\n<\/span><\/p>\n<p><span style=\"font-weight: 400;\">The 360-degree feedback process <\/span><i><span style=\"font-weight: 400;\">isn\u2019t limited<\/span><\/i><span style=\"font-weight: 400;\"> to any particular hierarchical level. \u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">From interns to employees, to upper-level executives<\/span><span style=\"font-weight: 400;\">\u2014<\/span><span style=\"font-weight: 400;\">it can <\/span><b>assess and collect multisource feedback on employees on every rung of the ladder<\/b><span style=\"font-weight: 400;\"> for a variety of developmental reasons, all beneficial. <\/span><span style=\"font-weight: 400;\"><br \/>\n<\/span><span style=\"font-weight: 400;\"><br \/>\n<\/span><span style=\"font-weight: 400;\">When implemented with due thought and planning, it can prove to become <\/span><b>a powerful too<\/b><span style=\"font-weight: 400;\">l for <\/span><b>open<\/b><span style=\"font-weight: 400;\">, <\/span><b>transparent, and anonymous developmental assessments<\/b><span style=\"font-weight: 400;\"> across departments and corporate hierarchies.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Its team-building aspects ensure that you <\/span><b>collaborate with peers, reportees, and superiors<\/b><span style=\"font-weight: 400;\"> to recognize and effectively <\/span><b>eliminate issues <\/b><span style=\"font-weight: 400;\">related to workplace behavior, effectively leading to better company culture and <a href=\"https:\/\/news.ycombinator.com\/item?id=14054297\" target=\"_blank\" rel=\"noopener\">retention rates<\/a>.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Employees gain control and understanding of their productivity through 360-degree feedback, improving performance over time in a number of ways:<\/span><\/p>\n<ol>\n<ol>\n<li style=\"font-weight: 400;\">\n<h4><b>They become aware of blind spots and hidden strengths:<\/b><\/h4>\n<p><span style=\"font-weight: 400;\">The multi-rater nuanced nature of 360-degree feedback allows an individual to <\/span><b>highlight professional behavior<\/b> <b>or weaknesses<\/b><span style=\"font-weight: 400;\"> that they <\/span><i><span style=\"font-weight: 400;\">don\u2019t<\/span><\/i><span style=\"font-weight: 400;\"> notice, despite exhibiting them. They can then work to focus learning and development in those areas.<\/span><span style=\"font-weight: 400;\"><br \/>\n<\/span><span style=\"font-weight: 400;\"><br \/>\n<\/span><span style=\"font-weight: 400;\">The flipside of this is that <\/span><b>hidden competencies<\/b><span style=\"font-weight: 400;\">, those that you rate yourself low on but those around you don\u2019t, are also brought to light thus informing insights on your skills and work.<\/span><\/li>\n<li style=\"font-weight: 400;\">\n<h4><b>Leads to greater self-awareness and accountability:<\/b><\/h4>\n<p><span style=\"font-weight: 400;\">The feedback culture works both ways. <\/span><span style=\"font-weight: 400;\"><br \/>\n<\/span><span style=\"font-weight: 400;\"><br \/>\n<\/span><span style=\"font-weight: 400;\">Receiving feedback <\/span><b>makes one aware of how they are perceived<\/b><span style=\"font-weight: 400;\"> but giving feedback also <\/span><b>creates awareness of how they perceive others\u2019 workplace behaviors and performance<\/b><span style=\"font-weight: 400;\">, thus making them understand and evaluate their own behavior better.<\/span><span style=\"font-weight: 400;\"><br \/>\n<\/span><span style=\"font-weight: 400;\"><br \/>\n<\/span><span style=\"font-weight: 400;\">This kind of feedback directly results in increased accountability towards the team or organization as <\/span><a href=\"https:\/\/www.buzzfeed.com\/mrpossible11\/the-benefits-of-360-degree-feedback-for-your-busin-2ot06?utm_term=.tegwp5jMQ#.wtXZmqVjW\" target=\"_blank\" rel=\"noopener\">employees\u2019 self-awareness<\/a><b> motivates them to take ownership of their performance and professional development.<\/b><\/li>\n<li style=\"font-weight: 400;\">\n<h4><b>Become equipped to leverage existing strengths:<\/b><\/h4>\n<p><span style=\"font-weight: 400;\">Once individual strengths are discovered and categorized from the results of a 360-degree feedback system, a <\/span><b>tailored development and training plan<\/b><span style=\"font-weight: 400;\"> can be created. <\/span><span style=\"font-weight: 400;\"><br \/>\n<\/span><span style=\"font-weight: 400;\"><br \/>\n<\/span><span style=\"font-weight: 400;\">These will then serve to augment and further <\/span><b>improve the targeted competencies<\/b><span style=\"font-weight: 400;\"> for both the employee and the organization\u2019s advantage.<\/span><\/li>\n<li style=\"font-weight: 400;\">\n<h4><strong>A central role in their own skill building and development:<\/strong><\/h4>\n<p>360-degree feedback <a href=\"https:\/\/getdivvy.com\/blog\/employee-empowerment\/\" target=\"_blank\" rel=\"noopener\">empowers employees<\/a> to <b>take an active role in understanding their flaws <\/b><span style=\"font-weight: 400;\">and finding ways of <\/span><b>improving workplace proficiency<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<p>It places the means of achieving it squarely in their hands while the <b>multi source nature of the positive feedback received validates their existing strengths<\/b><span style=\"font-weight: 400;\"> and inspires them to be better.<\/span><\/li>\n<\/ol>\n<\/ol>\n<p><a href=\"https:\/\/www.theguardian.com\/science\/2010\/jul\/11\/happy-workers-are-more-productive\" target=\"_blank\" rel=\"noopener\">Happy<\/a>, driven, <a href=\"http:\/\/www.incentivemag.com\/Strategy\/Ask-the-Experts\/Roy-Saunderson\/Top-10-Ways-to-Challenge-Employees-to-Perform\/\" target=\"_blank\" rel=\"noopener\">challenged<\/a>, and <a href=\"https:\/\/leadershipcenter.osu.edu\/blog\/wed-09282016-1155am\/people-focused-leadership\" target=\"_blank\" rel=\"noopener\">focussed<\/a> individuals are more likely to be <a href=\"https:\/\/www.psychologytoday.com\/blog\/the-end-work-you-know-it\/201207\/what-motivates-people-work\" target=\"_blank\" rel=\"noopener\">motivated and productive<\/a> and thus form the very crux of an effective organization.<\/p>\n<p><b>Team building and skill determining exercises <\/b><span style=\"font-weight: 400;\">like the 360-degree feedback process take precious time and effort and are resources expended in the service of an organization and its employees\u2019 goals and interests.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">The 360 Degree Feedback process builds <\/span><b>a secure bedrock of improvements<\/b><span style=\"font-weight: 400;\"> to employee performance from <\/span><b>empowering their work ethic and sense of recognition<\/b><span style=\"font-weight: 400;\"> to using insights gathered from the feedback reports to <\/span><b>work towards sustainable goals, thus strengthening institutional bonds and leading to <a href=\"http:\/\/www.globoforce.com\/resources\/research-reports\/shrmgloboforce-fall-2012-report-the-business-impact-of-employee-recognition\/\" target=\"_blank\" rel=\"noopener\">better customer satisfaction<\/a>!<\/b><\/p>\n<h1><strong>How to give 360 feedback to your boss?<\/strong><\/h1>\n<p>Boss-level 360 Degree Feedback, coming straight up:<\/p>\n<figure id=\"attachment_10318\" aria-describedby=\"caption-attachment-10318\" style=\"width: 840px\" class=\"wp-caption aligncenter\"><a href=\"https:\/\/www.grosum.com\/i\/360-feedback\/\" target=\"_blank\" rel=\"noopener\"><img loading=\"lazy\" decoding=\"async\" class=\"wp-image-10318 size-large\" src=\"https:\/\/grosum.com\/blog\/wp-content\/uploads\/2017\/07\/Make-your-feedback-honest-and-constructive.-360-Degre-Feedback-guarantees-the-anonymity-1024x492.gif\" alt=\"Humourous cartoon strip illustrating how feedback should not be given to a boss. As in it should be honest but also constructive and not accusatory and without meaning\" width=\"840\" height=\"404\" srcset=\"https:\/\/grosum.com\/blog\/wp-content\/uploads\/2017\/07\/Make-your-feedback-honest-and-constructive.-360-Degre-Feedback-guarantees-the-anonymity-1024x492.gif 1024w, https:\/\/grosum.com\/blog\/wp-content\/uploads\/2017\/07\/Make-your-feedback-honest-and-constructive.-360-Degre-Feedback-guarantees-the-anonymity-150x72.gif 150w, https:\/\/grosum.com\/blog\/wp-content\/uploads\/2017\/07\/Make-your-feedback-honest-and-constructive.-360-Degre-Feedback-guarantees-the-anonymity-300x144.gif 300w, https:\/\/grosum.com\/blog\/wp-content\/uploads\/2017\/07\/Make-your-feedback-honest-and-constructive.-360-Degre-Feedback-guarantees-the-anonymity-768x369.gif 768w\" sizes=\"auto, (max-width: 840px) 100vw, 840px\" \/><\/a><figcaption id=\"caption-attachment-10318\" class=\"wp-caption-text\">Make your feedback honest *and* constructive. \u00a0360-Degree Feedback guarantees the anonymity you need. Credit: Dilbert by Scott Adams.<\/figcaption><\/figure>\n<p><span style=\"font-weight: 400;\"><a href=\"https:\/\/blog.bonus.ly\/staff-appreciation-ideas\" target=\"_blank\" rel=\"noopener\">Recognizing and acknowledging each other\u2019s achievements<\/a> goes a long way towards creating strong feelings of acceptance and solidarity.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">This is true beyond the confines of any workplace.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Despite popular misconceptions, <\/span><i><span style=\"font-weight: 400;\">all<\/span><\/i> <b>individuals and stakeholders associated with the working and well-being of an organization<\/b><span style=\"font-weight: 400;\"> can be the subject of a 360-degree feedback.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Managers. Upper-level managers. Executives. Your boss. <a href=\"https:\/\/hbr.org\/2011\/07\/what-news-corp-means-for-board\" target=\"_blank\" rel=\"noopener\">Even CEOs<\/a>. <\/span><i><span style=\"font-weight: 400;\">Everyone.<\/span><\/i><\/p>\n<p><span style=\"font-weight: 400;\">A 360-degree feedback process is a<\/span><b> strategic tool<\/b><span style=\"font-weight: 400;\"> that can help locate issues and drive development for anyone functioning in a shared workspace.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">As with your other co-workers, your managers and bosses too are hugely benefitted by the light of perspective your opinions and feedback provides to them. <\/span><\/p>\n<p><span style=\"font-weight: 400;\">Here\u2019s how to go about doing that:<\/span><\/p>\n<ol>\n<li style=\"font-weight: 400;\">\n<h4><b>Identify key areas of success and those needing change:<br \/>\n<\/b><\/h4>\n<p><b>The anonymity<\/b><span style=\"font-weight: 400;\"> of the reviewer in the 360-degree feedback process guarantees that a respondent has the freedom to speak their mind. <\/span><span style=\"font-weight: 400;\"><br \/>\n<\/span><span style=\"font-weight: 400;\"><br \/>\n<\/span><span style=\"font-weight: 400;\">It is a good idea to use this privilege to be<\/span><b> incisive and precisely point out the strengths and weaknesses<\/b><span style=\"font-weight: 400;\"> of the recipient of the feedback. <\/span><span style=\"font-weight: 400;\"><br \/>\n<\/span><span style=\"font-weight: 400;\"><br \/>\n<\/span><b>Core competencies, weaknesses, and hidden strengths <\/b><span style=\"font-weight: 400;\">can all be teased out and noted accordingly through a <\/span><b>series of basic questions<\/b><span style=\"font-weight: 400;\"> to oneself about these matters, answered <\/span><b>honestly<\/b><span style=\"font-weight: 400;\"> &#8211; without any shade of bias.<\/span><\/li>\n<li style=\"font-weight: 400;\">\n<h4><b>Keep your perspective in mind and focus on it:<\/b><b><br \/>\n<\/b><\/h4>\n<p><span style=\"font-weight: 400;\">While it might be tempting to provide feedback by placing oneself in the other\u2019s (in this case one\u2019s manager or boss\u2019) shoes, <\/span><b>don\u2019t lose focus of your perspective<\/b><span style=\"font-weight: 400;\">.<\/span><span style=\"font-weight: 400;\"><br \/>\n<\/span><span style=\"font-weight: 400;\"><br \/>\n<\/span><span style=\"font-weight: 400;\">The 360-degree feedback system works <\/span><i><span style=\"font-weight: 400;\">because <\/span><\/i><span style=\"font-weight: 400;\">it <\/span><b>gives value to the unique perspectives<\/b><span style=\"font-weight: 400;\"> every respondent brings to their feedback. <\/span><span style=\"font-weight: 400;\"><br \/>\n<\/span><span style=\"font-weight: 400;\"><br \/>\n<\/span><span style=\"font-weight: 400;\">Also, presuming what someone else is faced with generally leads to the feedback that is counterproductive. You may be getting only a partial picture of how they work and may be completely oblivious of other demands that weigh down upon them.<\/span><span style=\"font-weight: 400;\"><br \/>\n<\/span><span style=\"font-weight: 400;\"><br \/>\n<\/span><span style=\"font-weight: 400;\">Use the <\/span><b>knowledge that your position brings<\/b><span style=\"font-weight: 400;\"> to provide feedback that can lead to <\/span><b>tangible and sustainable progress<\/b><span style=\"font-weight: 400;\">. <\/span><\/li>\n<li style=\"font-weight: 400;\">\n<h4><b>Be specific and solution-minded in your feedback:<\/b><\/h4>\n<p><span style=\"font-weight: 400;\">We\u2019re all busy. <\/span><span style=\"font-weight: 400;\"><br \/>\n<\/span><span style=\"font-weight: 400;\"><br \/>\n<\/span><span style=\"font-weight: 400;\">No one likes to engage in banal platitudes or abstractions.<\/span><span style=\"font-weight: 400;\"><br \/>\n<\/span><span style=\"font-weight: 400;\"><br \/>\n<\/span><span style=\"font-weight: 400;\">Providing <\/span><b>specific, to-the-point feedback<\/b><span style=\"font-weight: 400;\"> that also offers help in the way of suggestions or solutions is key to affecting actionable change.<\/span><span style=\"font-weight: 400;\"><br \/>\n<\/span><span style=\"font-weight: 400;\"><br \/>\n<\/span><span style=\"font-weight: 400;\">The more serious and specific the feedback, the easier it is for the recipient to process it and progress accordingly.<\/span><span style=\"font-weight: 400;\"><br \/>\n<\/span><\/li>\n<li style=\"font-weight: 400;\">\n<h4><b>Constructive criticism, both positive and negative, is always welcome:<\/b><\/h4>\n<figure id=\"attachment_10323\" aria-describedby=\"caption-attachment-10323\" style=\"width: 334px\" class=\"wp-caption alignright\"><a href=\"https:\/\/www.grosum.com\/i\/360-feedback\/\" target=\"_blank\" rel=\"noopener\"><img loading=\"lazy\" decoding=\"async\" class=\"wp-image-10323\" src=\"https:\/\/grosum.com\/blog\/wp-content\/uploads\/2017\/07\/150706.creativecritics-300x219.jpg\" alt=\"How Not To Provide Criticism. \u00a0Credit: Brand Camp by Tom Fishburn.\" width=\"334\" height=\"244\" srcset=\"https:\/\/grosum.com\/blog\/wp-content\/uploads\/2017\/07\/150706.creativecritics-300x219.jpg 300w, https:\/\/grosum.com\/blog\/wp-content\/uploads\/2017\/07\/150706.creativecritics-150x110.jpg 150w, https:\/\/grosum.com\/blog\/wp-content\/uploads\/2017\/07\/150706.creativecritics.jpg 550w\" sizes=\"auto, (max-width: 334px) 100vw, 334px\" \/><\/a><figcaption id=\"caption-attachment-10323\" class=\"wp-caption-text\">How Not To Provide Criticism. \u00a0Credit: Brand Camp by Tom Fishburn.<\/figcaption><\/figure>\n<p><span style=\"font-weight: 400;\">Formulate feedback around a <\/span><i><span style=\"font-weight: 400;\">single<\/span><\/i><span style=\"font-weight: 400;\"> maxim &#8211; fostering self-development.<\/span><span style=\"font-weight: 400;\"><br \/>\n<\/span><span style=\"font-weight: 400;\"><br \/>\n<\/span><span style=\"font-weight: 400;\">Whatever the nature of the feedback you\u2019re delivering, it should always serve to <\/span><b>encourage actions<\/b><span style=\"font-weight: 400;\"> you\u2019d like to see done more often, including opinions about the <\/span><b>style of management<\/b><span style=\"font-weight: 400;\"> and its <\/span><b>impacts on the workplace<\/b><span style=\"font-weight: 400;\">.<\/span><span style=\"font-weight: 400;\"><br \/>\n<\/span><span style=\"font-weight: 400;\"><br \/>\n<\/span><span style=\"font-weight: 400;\">In an environment where the 360-degree feedback process is a <\/span><b>continuous periodic activity<\/b><span style=\"font-weight: 400;\"> (in which case, congratulations!), positive feedback can be <\/span><i><span style=\"font-weight: 400;\">further<\/span><\/i><span style=\"font-weight: 400;\"> used as <\/span><b>encouragement to point out improvements on behavior<\/b><span style=\"font-weight: 400;\"> one had earlier given constructive criticism on.<\/span><span style=\"font-weight: 400;\"><br \/>\n<\/span><\/li>\n<li style=\"font-weight: 400;\">\n<h4><b>Formulate feedback with concrete examples, making it easier to follow up on it:<\/b><\/h4>\n<p><span style=\"font-weight: 400;\">State <\/span><i><span style=\"font-weight: 400;\">clearly <\/span><\/i><span style=\"font-weight: 400;\">what it is that you like or not, what changes you would like to see and what should remain the same. <\/span><span style=\"font-weight: 400;\"><br \/>\n<\/span><span style=\"font-weight: 400;\"><br \/>\n<\/span><span style=\"font-weight: 400;\">Explain <\/span><i><span style=\"font-weight: 400;\">why <\/span><\/i><span style=\"font-weight: 400;\">you\u2019d like certain changes and how they would definitely help <\/span><b>improve things for the better<\/b><span style=\"font-weight: 400;\">. <\/span><span style=\"font-weight: 400;\"><br \/>\n<\/span><span style=\"font-weight: 400;\"><br \/>\n<\/span><span style=\"font-weight: 400;\">Feedback can be acted upon more easily if those receiving it, especially busy bosses and executives, <\/span><b>know <\/b><b><i>exactly<\/i><\/b><b> where their strengths and problems lie<\/b><span style=\"font-weight: 400;\">.<\/span><span style=\"font-weight: 400;\"><br \/>\n<\/span><span style=\"font-weight: 400;\"><br \/>\n<\/span><span style=\"font-weight: 400;\">Affirmative action on their part can then follow swiftly, setting an example in their own turn.<\/span><span style=\"font-weight: 400;\"><br \/>\n<\/span><\/li>\n<\/ol>\n<blockquote><p>Experts are of the\u00a0<a href=\"https:\/\/hbr.org\/2010\/03\/how-to-give-your-boss-feedback\" target=\"_blank\" rel=\"noopener\">opinion<\/a>\u00a0that\u00a0an over reliance on the chain of command prevents leaders from hearing the unvarnished truth.<\/p><\/blockquote>\n<p><span style=\"font-weight: 400;\">Bosses are <\/span><i><span style=\"font-weight: 400;\">deprived<\/span><\/i><span style=\"font-weight: 400;\"> of becoming better leaders if they have no access to <strong>regular<\/strong><\/span><b>\u00a0feedback<\/b><span style=\"font-weight: 400;\"> to <\/span><b>back their performance<\/b><span style=\"font-weight: 400;\"> with. <\/span><\/p>\n<p><span style=\"font-weight: 400;\">They may be well on the way to a potential downward spiral &#8211; let the organization down, lose the faith of shareholders and investors and face in front of employees &#8211; all <\/span><b>because they had no idea about how their work ethic, behavior, and decisions were perceived by those around them<\/b><span style=\"font-weight: 400;\">.<\/span><span style=\"font-weight: 400;\"><br \/>\n<\/span><span style=\"font-weight: 400;\"><br \/>\n<\/span><span style=\"font-weight: 400;\">The 360-degree feedback process is thus an <\/span><i><span style=\"font-weight: 400;\">extremely<\/span><\/i><span style=\"font-weight: 400;\"> important and <a href=\"https:\/\/www.justiceinspectorates.gov.uk\/hmic\/peel-assessments\/peel-2016\/warwickshire\/leadership\/\" target=\"_blank\" rel=\"noopener\">serious affair for the effective development of an organization and its leaders<\/a> along with the rest<\/span> <span style=\"font-weight: 400;\">of its constituent figures.<\/span><\/p>\n<h1><strong>360 feedback Questions and Answers:<\/strong><\/h1>\n<p><strong>Feedback questions, you answer:<br \/>\n<\/strong><\/p>\n<figure id=\"attachment_10330\" aria-describedby=\"caption-attachment-10330\" style=\"width: 300px\" class=\"wp-caption alignright\"><a href=\"https:\/\/www.grosum.com\/i\/360-feedback\/\" target=\"_blank\" rel=\"noopener\"><img loading=\"lazy\" decoding=\"async\" class=\"wp-image-10330 size-medium\" src=\"https:\/\/grosum.com\/blog\/wp-content\/uploads\/2017\/07\/nest-3-300x300.png\" alt=\"Creating the questions is among the most important aspects to getting a 360-degree feedback right. \" width=\"300\" height=\"300\" \/><\/a><figcaption id=\"caption-attachment-10330\" class=\"wp-caption-text\">Creating the questions is among the most important aspects to getting a 360-degree feedback right. Credit: Freepik<\/figcaption><\/figure>\n<p><span style=\"font-weight: 400;\">One of the necessary requirements towards crafting an effective 360-degree feedback system is <\/span><a href=\"https:\/\/grosum.com\/blog\/360_feedback_questions\/\" target=\"_blank\" rel=\"noopener\"><b>asking the right questions<\/b><\/a><span style=\"font-weight: 400;\">.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Asking the right questions involves knowing who the questions are meant for and <a href=\"https:\/\/grosum.com\/blog\/the_complete_guide_to_360_feedback\/\" target=\"_blank\" rel=\"noopener\">what to do with the answers you receive.<\/a><\/span><\/p>\n<p><span style=\"font-weight: 400;\">Make no mistake, the questions asked and the way their answers are organized <\/span><b>make all the difference between accessible feedback that is actionable and feedback that is dull and devoid of useful content<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">These questions and queries are primarily modeled around qualities directly related to workplace competency, skills, and behavior. <\/span><\/p>\n<p><span style=\"font-weight: 400;\">Providing <\/span><b>feedback is optimally effective<\/b><span style=\"font-weight: 400;\"> only when questions are framed that carefully guide and fully utilize the <\/span><b>mutually beneficial space for communication and understanding<\/b><span style=\"font-weight: 400;\"> that the 360-degree feedback process provides.<\/span><\/p>\n<p><strong>I<\/strong><b>ndividual questions and queries<\/b><span style=\"font-weight: 400;\"> can be crafted according to not only the needs of the person being reviewed but also depending upon the professional relationships the respondent has with the recipient.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">The <\/span><b>responses may be connected to <a href=\"http:\/\/www.getfeedback.net\/kb\/Choosing-the-optimium-feedback-scale\" target=\"_blank\" rel=\"noopener\">any of the various rating scales<\/a><\/b><span style=\"font-weight: 400;\"> to bring together both <\/span><b>qualitative and quantitative<\/b><span style=\"font-weight: 400;\"> modes of assessment, as opposed to a strictly objective approach.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Organizing and delivering feedback through the 360-degree feedback process may seem long and cumbersome to some but the <\/span><b>human and organizational benefits<\/b><span style=\"font-weight: 400;\"> received from the process far outweigh any other concerns. <\/span><\/p>\n<p><span style=\"font-weight: 400;\">Done well, the collected feedback can prove to be instrumental in <\/span><b>promoting effective change and development across levels<\/b><span style=\"font-weight: 400;\"> in an organizational structure.<\/span><\/p>\n<h1><strong>360-Degree feedback examples<\/strong><\/h1>\n<p><a href=\"https:\/\/www.grosum.com\/i\/360-feedback\/\" target=\"_blank\" rel=\"noopener\"><img loading=\"lazy\" decoding=\"async\" class=\"alignnone wp-image-10327 size-full\" src=\"https:\/\/grosum.com\/blog\/wp-content\/uploads\/2017\/07\/Feedback-cannot-work-unless-it-is-essential-to-company-culture..jpg\" alt=\"\" width=\"900\" height=\"439\" srcset=\"https:\/\/grosum.com\/blog\/wp-content\/uploads\/2017\/07\/Feedback-cannot-work-unless-it-is-essential-to-company-culture..jpg 900w, https:\/\/grosum.com\/blog\/wp-content\/uploads\/2017\/07\/Feedback-cannot-work-unless-it-is-essential-to-company-culture.-150x73.jpg 150w, https:\/\/grosum.com\/blog\/wp-content\/uploads\/2017\/07\/Feedback-cannot-work-unless-it-is-essential-to-company-culture.-300x146.jpg 300w, https:\/\/grosum.com\/blog\/wp-content\/uploads\/2017\/07\/Feedback-cannot-work-unless-it-is-essential-to-company-culture.-768x375.jpg 768w\" sizes=\"auto, (max-width: 900px) 100vw, 900px\" \/><\/a><\/p>\n<p>Feedback cannot work unless it is made essential to company culture and carried out under a hygienic work ethic. Credit: Dilbert by Scott Adams<span style=\"font-weight: 400;\">The effective benefits of 360-degree feedback are realized only when you decide on which aspects of an employee&#8217;s workplace behavior and skills the feedback should concentrate on.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">The <\/span><b>core structure<\/b><span style=\"font-weight: 400;\"> of a 360-degree review can be <\/span><b>easily adapted<\/b><span style=\"font-weight: 400;\"> as required to the specific situation and organization it is being used in.<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\">\n<h4><b>One important scenario would include collecting 360-degree feedback for executives like CEOs, COOs, Vice Presidents or even high-performance senior management from large companies:<\/b><\/h4>\n<\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">These are all individuals with a considerable amount of influence on the state and progress of an organization. They<\/span><b> interact with and affect employees and company policies<\/b><span style=\"font-weight: 400;\"> in many ways.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Essentially it becomes important to gather information on and assess the <\/span><b>overall impact of their leadership and policies<\/b><span style=\"font-weight: 400;\"> and how they are perceived by those working in (and sometimes with) the organization. <\/span><\/p>\n<p><span style=\"font-weight: 400;\">Each individual case here will have its own set of <\/span><b>customized questions, queries, and respondents<\/b><span style=\"font-weight: 400;\">. <\/span><\/p>\n<p><span style=\"font-weight: 400;\">A CEO, for example, interacts a lot and their work affects everyone within the organization. So, say their <\/span><b>immediate colleagues<\/b><span style=\"font-weight: 400;\">, <\/span><b>shareholders<\/b><span style=\"font-weight: 400;\">, some <\/span><b>external stakeholders<\/b><span style=\"font-weight: 400;\"> or even any particular employees from the company, as and how required.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Feedback may be about broad overarching issues like g<\/span><b>overnance, aligning vision and purpose, financial acumen and business outlook, technical and functional skills, accountability, problem-solving, engaging and responding to stakeholders or thought leadership<\/b><span style=\"font-weight: 400;\"> &#8211; as the requirement might be.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Collecting feedback for <\/span><b>senior management<\/b><span style=\"font-weight: 400;\"> may be undertaken by <\/span><b>concentrating on say three or more areas of strength and weakness<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">The same 360-degree feedback questionnaire <\/span><i><span style=\"font-weight: 400;\">may not<\/span><\/i><span style=\"font-weight: 400;\"> end up being given to every respondent. <\/span><b>Reportees, immediate peers, board members<\/b><span style=\"font-weight: 400;\">, etc. &#8211; all of them answer questions <\/span><i><span style=\"font-weight: 400;\">strictly<\/span><\/i><span style=\"font-weight: 400;\"> pertaining to their respective professional relationships to the person receiving feedback.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">In both cases, a rating scale might be combined with subjective comments to make the feedback more reflective and nuanced.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">The anonymous feedback enables them to <\/span><b>see how their work and leadership is perceived<\/b><span style=\"font-weight: 400;\"> in ways difficult to glean from other modes of feedback or review. <\/span><\/p>\n<p><span style=\"font-weight: 400;\">They are exposed to how much of their vision translates into their work and the extent to which others believe in it. The perspectives of those they are leading reinforce their work with greater inclusivity.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">The <\/span><b>transparency<\/b><span style=\"font-weight: 400;\"> of having 360-degree reviews that can include both employees and the highest level of management in its results to further consolidation and unity within the organization.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">The benefits of this go way beyond simple <\/span><b>development<\/b><span style=\"font-weight: 400;\"> and cross over into increased <\/span><b>confidence, communication, awareness of hidden strengths and blind spots, increased accountability and all-around in productivity <\/b><span style=\"font-weight: 400;\">in a holistic company culture.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">The 360-degree process in these cases can be used for a reason as diverse as rooting out and working on weaknesses to succession planning in major managerial positions.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">The process lends itself to similar use in the case of feedback for mid-level managers.<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\">\n<h4><b>Another scenario would be a 360-degree feedback process customized for teammates in a young, relatively smaller organizations.<\/b> <span style=\"font-weight: 400;\"><br \/>\n<\/span><\/h4>\n<\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">Performance appraisals apart, such organizations find much use for the 360-degree feedback system as a developmental tool.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">The process is set up in similar ways here but the implementation is less rigorous and in more of an informal setting. This leads to freer ways of giving and receiving feedback where everyone involved passionately share the same vision and benefit together from the process. <\/span><\/p>\n<p><span style=\"font-weight: 400;\">In fact, sometimes employees even select the co-workers who\u2019ll provide feedback for them!<\/span><\/p>\n<p><b>Behavior and criteria like professionalism, openness, self-management, interpersonal work-style, responsiveness to others<\/b><span style=\"font-weight: 400;\">, <\/span><b>etc.<\/b><span style=\"font-weight: 400;\"> are areas that questions and queries are broadly based on.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Again these are also accompanied by <\/span><b>subjective questions<\/b><span style=\"font-weight: 400;\"> about a few things an employee or partner should start doing, stop doing, what they\u2019re doing right, how they can do some things better, etc.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">The ratings and answers gleaned from all these responses can then be used by an<\/span><b> efficiently automated 360-degree feedback system <\/b><span style=\"font-weight: 400;\">to create the feedback report that an individual receives and hopefully can understand and benefit from.<\/span><\/p>\n<ul>\n<li>\n<h4><b>The broadest scenario is, of course, implementing a 360-degree feedback process for employees with well-rounded, anonymous feedback gathered from their peers, reportees, managers along with internal and external stakeholders.<\/b><\/h4>\n<\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">Here the feedback forms feature queries on a combination of <\/span><b>general competencies and specific role related skills.<\/b><\/p>\n<p><span style=\"font-weight: 400;\">Representatives from <\/span><i><span style=\"font-weight: 400;\">each<\/span><\/i><span style=\"font-weight: 400;\"> of their work-related spheres ideally provide feedback for an individual. This involves a <\/span><b>heterogeneous rater pool<\/b><span style=\"font-weight: 400;\"> again including peers, reportees, managers along with other internal and external <\/span><b>stakeholders that an employee might have professionally engaged with<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">The <strong>feedback report<\/strong> thus prepared is an actionable list of <strong>activities, trends, perceptions, and suggestions for an individual to empirically work on and improve themselves<\/strong>, setting better goals, uncovering hidden strengths and competencies &#8211; thus <a href=\"http:\/\/www.huffingtonpost.com\/lauren-rabin\/4-steps-to-reduce-burnout_b_10039488.html\" target=\"_blank\" rel=\"noopener\">preventing burnout<\/a>, leading to organic growth and a wholesome sense of development in an organization.<\/span><\/p>\n<h1><b>360 Degree Feedback form <\/b><b><i>is<\/i><\/b><b> content<\/b><\/h1>\n<figure id=\"attachment_10324\" aria-describedby=\"caption-attachment-10324\" style=\"width: 300px\" class=\"wp-caption alignright\"><a href=\"https:\/\/www.grosum.com\/i\/360-feedback\/\" target=\"_blank\" rel=\"noopener\"><img loading=\"lazy\" decoding=\"async\" class=\"wp-image-10324 size-medium\" src=\"https:\/\/grosum.com\/blog\/wp-content\/uploads\/2017\/07\/nest-2-300x300.png\" alt=\"The form is the most important aspect to getting a 360 degree feedback right.\" width=\"300\" height=\"300\" srcset=\"https:\/\/grosum.com\/blog\/wp-content\/uploads\/2017\/07\/nest-2-300x300.png 300w, https:\/\/grosum.com\/blog\/wp-content\/uploads\/2017\/07\/nest-2-150x150.png 150w, https:\/\/grosum.com\/blog\/wp-content\/uploads\/2017\/07\/nest-2-768x768.png 768w, https:\/\/grosum.com\/blog\/wp-content\/uploads\/2017\/07\/nest-2-1024x1024.png 1024w, https:\/\/grosum.com\/blog\/wp-content\/uploads\/2017\/07\/nest-2.png 1400w\" sizes=\"auto, (max-width: 300px) 100vw, 300px\" \/><\/a><figcaption id=\"caption-attachment-10324\" class=\"wp-caption-text\">The form is the most important aspect to getting a 360-degree feedback right.<\/figcaption><\/figure>\n<p><span style=\"font-weight: 400;\">Any 360-degree feedback process, no matter how sophisticated and nuanced <\/span><i><span style=\"font-weight: 400;\">fails<\/span><\/i><span style=\"font-weight: 400;\"> in its duty if not supported and structured in a <\/span><b>simple and easily navigable feedback form<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">At the crux of any feedback system is <\/span><b>human endeavor and participation<\/b><span style=\"font-weight: 400;\">. A 360-degree feedback form should thus have a <\/span><b>clear tone and clean layout <\/b><span style=\"font-weight: 400;\">&#8211; one that encourages participating respondents to <\/span><i><span style=\"font-weight: 400;\">readily<\/span><\/i><span style=\"font-weight: 400;\"> give <\/span><b>constructive feedback<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">This includes skills or work behavior that their colleague is good at or areas they need improvement in.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Questions and the <\/span><b>number of elements per key skill or capability<\/b><span style=\"font-weight: 400;\"> are <\/span><b>customizable<\/b><span style=\"font-weight: 400;\"> and ultimately dependent on the culture and vision of an organization. The columns and rows of questions and their responses can be easily set according to these parameters.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Above and beyond that, however, it is the layout of the feedback form that matters the most. It is non-negotiable that it be easy on the eyes and for use. <\/span><\/p>\n<p><span style=\"font-weight: 400;\">Efficient collection of feedback is dependent on good communication and articulation. <\/span><b>This is possible only when a respondent finds a feedback form that is interactive, navigable, and not a waste of their time.<\/b><\/p>\n<p><span style=\"font-weight: 400;\">The design of the feedback document should reflect the<\/span><b> nature of the goals and company philosophy <\/b><span style=\"font-weight: 400;\">behind the undertaking of the whole 360-degree feedback process by an organization.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">The questionnaire should be built by <\/span><i><span style=\"font-weight: 400;\">careful <\/span><\/i><span style=\"font-weight: 400;\">consideration of a position\u2019s key <\/span><b>skill areas <\/b><span style=\"font-weight: 400;\">followed by<\/span><b> breaking these down into individual elements<\/b><span style=\"font-weight: 400;\">. <\/span><\/p>\n<p><span style=\"font-weight: 400;\">Each of these can then be measured via <\/span><b>carefully worded questions or queries<\/b><span style=\"font-weight: 400;\"> (which should be as <\/span><b>descriptive<\/b><span style=\"font-weight: 400;\"> as required), which the respondents answer, thus grading skills and behavior and providing feedback for the person in question.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">In a diverse enough group of participants, one might decide to have <\/span><b>different questionnaires<\/b><span style=\"font-weight: 400;\"> for <\/span><b>different categories of respondents<\/b><span style=\"font-weight: 400;\">. Questionnaires also vary depending on the competencies you choose to collect feedback on.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Now to get to the flip side of the feedback process that <\/span><i><span style=\"font-weight: 400;\">also <\/span><\/i><span style=\"font-weight: 400;\">involves the 360-degree feedback process: <\/span><i><span style=\"font-weight: 400;\">providing<\/span><\/i><span style=\"font-weight: 400;\"> feedback.<\/span><\/p>\n<h3><b>What to do while answering a 360-degree feedback form:<\/b><b><br \/>\n<\/b><\/h3>\n<ul>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Balance constructive feedback with positive feedback.<\/span><\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Stick to the facts and try to remain objective.<\/span><\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\"><span style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Be direct &#8211; get to the point. There\u2019s no use beating around the bush. Everyone\u2019s time is precious, including your own.<\/span><\/span><\/span><\/li>\n<\/ul>\n<h3><b>What to avoid while answering a 360-degree feedback form:<\/b><\/h3>\n<ul>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Avoid generalizations and accusations as they usually tend to be counterproductive.<\/span><\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Avoid comparison to co-workers.<\/span><\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Avoid focussing on someone\u2019s personality or your own feelings towards them in your feedback.<\/span><\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">Underlying all of these procedures, suggestions, and concerns is the issue of <\/span><b>anonymity<\/b><span style=\"font-weight: 400;\">. 360-degree feedback needs to be built on a strong bedrock of trust and honesty to be successful and beneficial.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">This is achievable only when the process is<\/span><b> compatible with anonymous feedback<\/b><span style=\"font-weight: 400;\">, where respondents are assured of their anonymity and give constructive feedback as<\/span><b> seniors, peers, or reportees<\/b><span style=\"font-weight: 400;\"> without worrying about being identified.<\/span><span style=\"font-weight: 400;\"><br \/>\n<\/span><span style=\"font-weight: 400;\"><br \/>\n<\/span><span style=\"font-weight: 400;\">An effective feedback form is the mark of a <\/span><b>streamlined, well-planned 360-degree feedback process<\/b><span style=\"font-weight: 400;\"> propped in place by an <\/span>equally efficient automated<b><\/b><span style=\"font-weight: 400;\"> 360 feedback system. <\/span><span style=\"font-weight: 400;\"><br \/>\n<\/span><span style=\"font-weight: 400;\"><br \/>\n<\/span><span style=\"font-weight: 400;\">Proper implementation along the above lines is the key for organizations and the individuals in it to make the best of the feedback they receive and boldly meet their respective futures.<\/span><span style=\"font-weight: 400;\"><br \/>\n<\/span><\/p>\n<p>An extract from a sample 360 feedback form is shown below. For <a href=\"http:\/\/pin.it\/BEx4ORy\" target=\"_blank\" rel=\"noopener\"><span style=\"text-decoration: underline;\"><strong>a full view<\/strong><\/span><\/a> of the sample form, <a href=\"http:\/\/pin.it\/BEx4ORy\" target=\"_blank\" rel=\"noopener\"><strong>click here<\/strong><\/a>.<\/p>\n<h1><a href=\"https:\/\/www.grosum.com\/i\/360-feedback\/\" target=\"_blank\" rel=\"noopener\"><img loading=\"lazy\" decoding=\"async\" class=\"aligncenter wp-image-10410 size-full\" src=\"https:\/\/grosum.com\/blog\/wp-content\/uploads\/2017\/07\/Sample-360-Form-Extract.png\" alt=\"Rate 360 Degree Competencies- GroSum\" width=\"986\" height=\"535\" srcset=\"https:\/\/grosum.com\/blog\/wp-content\/uploads\/2017\/07\/Sample-360-Form-Extract.png 986w, https:\/\/grosum.com\/blog\/wp-content\/uploads\/2017\/07\/Sample-360-Form-Extract-150x81.png 150w, https:\/\/grosum.com\/blog\/wp-content\/uploads\/2017\/07\/Sample-360-Form-Extract-300x163.png 300w, https:\/\/grosum.com\/blog\/wp-content\/uploads\/2017\/07\/Sample-360-Form-Extract-768x417.png 768w\" sizes=\"auto, (max-width: 986px) 100vw, 986px\" \/><\/a><br \/>\n<b>360 Degree Sample Reporting, Sir!<\/b><\/h1>\n<figure id=\"attachment_10333\" aria-describedby=\"caption-attachment-10333\" style=\"width: 900px\" class=\"wp-caption aligncenter\"><a href=\"https:\/\/www.grosum.com\/i\/360-feedback\/\" target=\"_blank\" rel=\"noopener\"><img loading=\"lazy\" decoding=\"async\" class=\"wp-image-10333 size-full\" src=\"https:\/\/grosum.com\/blog\/wp-content\/uploads\/2017\/07\/dt100528-1.gif\" alt=\"Reports can make or break a 360 Degree Feedback process. Credit: Dilbert by Scott Adams.\" width=\"900\" height=\"280\" \/><\/a><figcaption id=\"caption-attachment-10333\" class=\"wp-caption-text\">Reports can make or break a 360 Degree Feedback process. Credit: Dilbert by Scott Adams.<\/figcaption><\/figure>\n<p><span style=\"font-weight: 400;\">A 360-degree feedback project on any level gathers a lot of data that has to be analyzed and translated into lucid terms in the form of a report.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">The final report delivered to a working individual is the most important part of getting the best out of the 360-degree feedback process.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">These <\/span><i><span style=\"font-weight: 400;\">must<\/span><\/i><span style=\"font-weight: 400;\"> be particularly designed to showcase <\/span><b>clarity, focus, and ease of comprehension.<\/b><\/p>\n<p><span style=\"font-weight: 400;\">If a feedback report is not <\/span><b>loud and clear about the facts it wants to convey<\/b><span style=\"font-weight: 400;\"> to the recipient then it does not amount as actionable feedback. In such a case the <\/span><i><span style=\"font-weight: 400;\">whole process might as well have been a failure<\/span><\/i><span style=\"font-weight: 400;\">.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">A large amount of information gathered about the personnel in an organization and how they work together are mined by the report so that it can be used to develop management action plans.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">The ideal report is a <\/span><b>really good summary of all the feedback<\/b><span style=\"font-weight: 400;\"> that one has received. Then again the <\/span><b>nuances of the details<\/b><span style=\"font-weight: 400;\"> might get lost in a summary. They must be a <\/span><b>careful combination <\/b><span style=\"font-weight: 400;\">of the two.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">This is why a detailed spreadsheet report, generated immediately after completion of the process doesn\u2019t really amount to helping an employee understand much, as interesting it might be to a program administrator.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">The respondents in a 360-degree feedback process are kept <\/span><b>anonymous<\/b><span style=\"font-weight: 400;\">, identifiable only to the initiators (like CEOs or Human Resource departments) of the feedback process.<\/span><span style=\"font-weight: 400;\"><br \/>\n<\/span><\/p>\n<p><span style=\"font-weight: 400;\">It is also them who filter out comments or information that does not constitute constructive feedback.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">The <a href=\"http:\/\/www.grosum.com\" target=\"_blank\" rel=\"noopener\"><strong>ideal<\/strong>\u00a0<\/a><\/span><b>automated 360-degree feedback system <\/b><span style=\"font-weight: 400;\">should generate a <\/span><b>graphical, visually striking report<\/b><span style=\"font-weight: 400;\"> that conveys all the major f<\/span><b>acts, perceptions and actionable advice<\/b><span style=\"font-weight: 400;\"> that an individual needs take away from the whole process.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">All of this <\/span><i><span style=\"font-weight: 400;\">without<\/span><\/i><span style=\"font-weight: 400;\"> burdening the recipient with too much information.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">On the other hand,<\/span><b> graphs, infographics, meaningful illustrations or visual representations<\/b><span style=\"font-weight: 400;\"> of gathered data through analytical tools like the <a href=\"https:\/\/en.wikipedia.org\/wiki\/Johari_window\" target=\"_blank\" rel=\"noopener\">Johari window<\/a> are a great way of instantly getting points across. <\/span><\/p>\n<p><span style=\"font-weight: 400;\">It\u2019s <\/span><i><span style=\"font-weight: 400;\">so <\/span><\/i><span style=\"font-weight: 400;\">much easier to process information visually.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Feedback results can be presented as <\/span><b>raw scores<\/b><span style=\"font-weight: 400;\">, through <\/span><b>different rating types <\/b><span style=\"font-weight: 400;\">(calculated on the basis of the number of raters or the total number ratings, as the case may be) or standardized scores combined with or show separate from subjective comments gleaned from answers to open-ended questions in the feedback form.<\/span><\/p>\n<h3><strong>A typical 360-degree feedback report would contain:<\/strong><\/h3>\n<ul>\n<li style=\"font-weight: 400;\">\n<h4>An overview of the main competencies and character-<\/h4>\n<figure id=\"attachment_10346\" aria-describedby=\"caption-attachment-10346\" style=\"width: 840px\" class=\"wp-caption aligncenter\"><a href=\"https:\/\/www.grosum.com\/i\/360-feedback\/\" target=\"_blank\" rel=\"noopener\"><img loading=\"lazy\" decoding=\"async\" class=\"wp-image-10346 size-large\" src=\"https:\/\/grosum.com\/blog\/wp-content\/uploads\/2017\/07\/Screen-Shot-2017-07-24-at-16.41.39-1024x561.png\" alt=\"360 degree feedback report overview\" width=\"840\" height=\"460\" srcset=\"https:\/\/grosum.com\/blog\/wp-content\/uploads\/2017\/07\/Screen-Shot-2017-07-24-at-16.41.39-1024x561.png 1024w, https:\/\/grosum.com\/blog\/wp-content\/uploads\/2017\/07\/Screen-Shot-2017-07-24-at-16.41.39-150x82.png 150w, https:\/\/grosum.com\/blog\/wp-content\/uploads\/2017\/07\/Screen-Shot-2017-07-24-at-16.41.39-300x164.png 300w, https:\/\/grosum.com\/blog\/wp-content\/uploads\/2017\/07\/Screen-Shot-2017-07-24-at-16.41.39-768x421.png 768w, https:\/\/grosum.com\/blog\/wp-content\/uploads\/2017\/07\/Screen-Shot-2017-07-24-at-16.41.39.png 1182w\" sizes=\"auto, (max-width: 840px) 100vw, 840px\" \/><\/a><figcaption id=\"caption-attachment-10346\" class=\"wp-caption-text\">It should start with an overview.<\/figcaption><\/figure>\n<p>Easy to understand at a glance. <a href=\"http:\/\/www.google.com\/url?q=http%3A%2F%2F360fdbk.com%2Fresources%2Fwp-content%2Fplugins%2Femail-before-download%2Fdownload.php%3Fdl%3D57066047a2d536a20b697885a977d0d5&amp;sa=D&amp;sntz=1&amp;usg=AFQjCNGRpef4e31EqGsapUM50a0kTe-1ow\" target=\"_blank\" rel=\"noopener\">Here<\/a>&#8216;s a sample.<\/li>\n<li style=\"font-weight: 400;\">\n<h4><strong>Category and attribute wise feedback summary-<\/strong><\/h4>\n<p><a href=\"https:\/\/www.grosum.com\/i\/360-feedback\/\" target=\"_blank\" rel=\"noopener\"><img loading=\"lazy\" decoding=\"async\" class=\"aligncenter wp-image-10340 size-full\" src=\"https:\/\/grosum.com\/blog\/wp-content\/uploads\/2017\/07\/Report-Screen-Shot-5.png\" alt=\"Category Wise Summary- GroSum 360-Degree Feedback\" width=\"597\" height=\"291\" srcset=\"https:\/\/grosum.com\/blog\/wp-content\/uploads\/2017\/07\/Report-Screen-Shot-5.png 597w, https:\/\/grosum.com\/blog\/wp-content\/uploads\/2017\/07\/Report-Screen-Shot-5-150x73.png 150w, https:\/\/grosum.com\/blog\/wp-content\/uploads\/2017\/07\/Report-Screen-Shot-5-300x146.png 300w\" sizes=\"auto, (max-width: 597px) 100vw, 597px\" \/><\/a><br \/>\n<a href=\"https:\/\/www.grosum.com\/i\/360-feedback\/\"><img loading=\"lazy\" decoding=\"async\" class=\"aligncenter wp-image-10341 size-full\" src=\"https:\/\/grosum.com\/blog\/wp-content\/uploads\/2017\/07\/Report-Screen-Shot-6.png\" alt=\"Attribute Wise Summary- GroSum 360 Degree Feedback \" width=\"637\" height=\"515\" srcset=\"https:\/\/grosum.com\/blog\/wp-content\/uploads\/2017\/07\/Report-Screen-Shot-6.png 637w, https:\/\/grosum.com\/blog\/wp-content\/uploads\/2017\/07\/Report-Screen-Shot-6-150x121.png 150w, https:\/\/grosum.com\/blog\/wp-content\/uploads\/2017\/07\/Report-Screen-Shot-6-300x243.png 300w\" sizes=\"auto, (max-width: 637px) 100vw, 637px\" \/><\/a><\/p>\n<p><span style=\"font-weight: 400;\">This includes a graphical and numerical overview of competencies along with comparisons of self-perception and others\u2019 opinions. <\/span><span style=\"font-weight: 400;\"><br \/>\n<\/span><\/li>\n<li style=\"font-weight: 400;\">\n<h4><strong>Category scores and breakdowns <\/strong><span style=\"font-weight: 400;\"><strong>anonymously distributed by rater groups-<\/strong><\/span><\/h4>\n<p><a href=\"https:\/\/www.grosum.com\/i\/360-feedback\/\" target=\"_blank\" rel=\"noopener\"><img loading=\"lazy\" decoding=\"async\" class=\"aligncenter wp-image-10343 size-full\" src=\"https:\/\/grosum.com\/blog\/wp-content\/uploads\/2017\/07\/Report-Screen-Shot-8.png\" alt=\"360-degree feedback report sample example\" width=\"673\" height=\"420\" srcset=\"https:\/\/grosum.com\/blog\/wp-content\/uploads\/2017\/07\/Report-Screen-Shot-8.png 673w, https:\/\/grosum.com\/blog\/wp-content\/uploads\/2017\/07\/Report-Screen-Shot-8-150x94.png 150w, https:\/\/grosum.com\/blog\/wp-content\/uploads\/2017\/07\/Report-Screen-Shot-8-300x187.png 300w\" sizes=\"auto, (max-width: 673px) 100vw, 673px\" \/><\/a><span style=\"font-weight: 400;\">Competencies are broken down here and explained in greater detail. May be accompanied by self-score, average feedback score, and individual feedback responses to each question.<\/span><span style=\"font-weight: 400;\"><br \/>\n<\/span><\/li>\n<li style=\"font-weight: 400;\">\n<h4><strong>Feedback gleaned from free text questions-<\/strong><\/h4>\n<p><a href=\"https:\/\/www.grosum.com\/i\/360-feedback\/\" target=\"_blank\" rel=\"noopener\"><img loading=\"lazy\" decoding=\"async\" class=\"aligncenter wp-image-10342 size-full\" src=\"https:\/\/grosum.com\/blog\/wp-content\/uploads\/2017\/07\/Report-Screen-Shot-7.png\" alt=\"Feedback\" width=\"685\" height=\"335\" srcset=\"https:\/\/grosum.com\/blog\/wp-content\/uploads\/2017\/07\/Report-Screen-Shot-7.png 685w, https:\/\/grosum.com\/blog\/wp-content\/uploads\/2017\/07\/Report-Screen-Shot-7-150x73.png 150w, https:\/\/grosum.com\/blog\/wp-content\/uploads\/2017\/07\/Report-Screen-Shot-7-300x147.png 300w\" sizes=\"auto, (max-width: 685px) 100vw, 685px\" \/><\/a><\/p>\n<p><span style=\"font-weight: 400;\">A collection of subjective comments made in answer to questions or queries presented in random order to preserve anonymity.<\/span><span style=\"font-weight: 400;\"><br \/>\n<\/span><\/li>\n<li class=\"aligncenter\" style=\"font-weight: 400;\">\n<h4><strong>Highest and lowest rated attributes and behavior-<\/strong><\/h4>\n<p><a href=\"https:\/\/www.grosum.com\/i\/360-feedback\/\" target=\"_blank\" rel=\"noopener\"><img loading=\"lazy\" decoding=\"async\" class=\"aligncenter wp-image-10336 size-full\" src=\"https:\/\/grosum.com\/blog\/wp-content\/uploads\/2017\/07\/Report-Screen-Shot-1.png\" alt=\"Greatest Strengths\" width=\"682\" height=\"415\" srcset=\"https:\/\/grosum.com\/blog\/wp-content\/uploads\/2017\/07\/Report-Screen-Shot-1.png 682w, https:\/\/grosum.com\/blog\/wp-content\/uploads\/2017\/07\/Report-Screen-Shot-1-150x91.png 150w, https:\/\/grosum.com\/blog\/wp-content\/uploads\/2017\/07\/Report-Screen-Shot-1-300x183.png 300w\" sizes=\"auto, (max-width: 682px) 100vw, 682px\" \/><\/a><\/p>\n<p><a href=\"https:\/\/www.grosum.com\/i\/360-feedback\/\" target=\"_blank\" rel=\"noopener\"><img loading=\"lazy\" decoding=\"async\" class=\"aligncenter wp-image-10339 size-full\" src=\"https:\/\/grosum.com\/blog\/wp-content\/uploads\/2017\/07\/Report-Screen-Shot-4.png\" alt=\"Blind Spots\" width=\"641\" height=\"464\" srcset=\"https:\/\/grosum.com\/blog\/wp-content\/uploads\/2017\/07\/Report-Screen-Shot-4.png 641w, https:\/\/grosum.com\/blog\/wp-content\/uploads\/2017\/07\/Report-Screen-Shot-4-150x109.png 150w, https:\/\/grosum.com\/blog\/wp-content\/uploads\/2017\/07\/Report-Screen-Shot-4-300x217.png 300w\" sizes=\"auto, (max-width: 641px) 100vw, 641px\" \/><\/a><br \/>\n<img loading=\"lazy\" decoding=\"async\" class=\"aligncenter size-full wp-image-10338\" src=\"https:\/\/grosum.com\/blog\/wp-content\/uploads\/2017\/07\/Report-Screen-Shot-3.png\" alt=\"\" width=\"628\" height=\"434\" srcset=\"https:\/\/grosum.com\/blog\/wp-content\/uploads\/2017\/07\/Report-Screen-Shot-3.png 628w, https:\/\/grosum.com\/blog\/wp-content\/uploads\/2017\/07\/Report-Screen-Shot-3-150x104.png 150w, https:\/\/grosum.com\/blog\/wp-content\/uploads\/2017\/07\/Report-Screen-Shot-3-300x207.png 300w\" sizes=\"auto, (max-width: 628px) 100vw, 628px\" \/><\/p>\n<p><span style=\"font-weight: 400;\">This would include factors like<\/span><b> greatest strengths, blind spots, areas of improvement, hidden strengths<\/b><span style=\"font-weight: 400;\">, or any other analytical results that can be gleaned from all the feedback.<\/span><span style=\"font-weight: 400;\"><br \/>\n<\/span><\/li>\n<li style=\"font-weight: 400;\">\n<h4><strong>Development opportunities and suggestions in general sorted by rater groups.<\/strong><\/h4>\n<p><a href=\"https:\/\/www.grosum.com\/i\/360-feedback\/\"><img loading=\"lazy\" decoding=\"async\" class=\"aligncenter wp-image-10337 size-full\" src=\"https:\/\/grosum.com\/blog\/wp-content\/uploads\/2017\/07\/Report-Screen-Shot-2.png\" alt=\"Development Opportunities\" width=\"656\" height=\"460\" srcset=\"https:\/\/grosum.com\/blog\/wp-content\/uploads\/2017\/07\/Report-Screen-Shot-2.png 656w, https:\/\/grosum.com\/blog\/wp-content\/uploads\/2017\/07\/Report-Screen-Shot-2-150x105.png 150w, https:\/\/grosum.com\/blog\/wp-content\/uploads\/2017\/07\/Report-Screen-Shot-2-300x210.png 300w\" sizes=\"auto, (max-width: 656px) 100vw, 656px\" \/><\/a><\/p>\n<p><span style=\"font-weight: 400;\">This may also be accompanied by an overall assessment as a conclusion.<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">A recipient must absolutely <\/span><i><span style=\"font-weight: 400;\">feel<\/span><\/i><span style=\"font-weight: 400;\"> the essence of what their peers and colleagues are trying to convey to them and not lose track of the message by attempting to read too complex or misleading analyses. <\/span><\/p>\n<p><span style=\"font-weight: 400;\">A <\/span><a href=\"http:\/\/grosum.com\" target=\"_blank\" rel=\"noopener\"><b>simple (yet customizable) automated system<\/b><\/a><span style=\"font-weight: 400;\"> is necessary in order to get the most out of a time-bound process like 360-degree feedback. <\/span><\/p>\n<p><span style=\"font-weight: 400;\">This is how you get <\/span><b>actionable feedback<\/b><span style=\"font-weight: 400;\"> that easily communicates a smart and <\/span><b>efficient overview<\/b><span style=\"font-weight: 400;\"> of their workplace behavior and skills to the recipient &#8211; instantly setting them on their ways to <\/span><b>meaningful improvement <\/b><span style=\"font-weight: 400;\">and<\/span><b> course correction <\/b><span style=\"font-weight: 400;\">in their day-to-day work goals and activities.<\/span><\/p>\n<p><a href=\"https:\/\/www.grosum.com\/i\/sign-up\/\"><img loading=\"lazy\" decoding=\"async\" class=\"aligncenter wp-image-10359 size-full\" src=\"https:\/\/grosum.com\/blog\/wp-content\/uploads\/2017\/07\/360-2.png\" alt=\"360 degree feedback Demo- GroSum\" width=\"589\" height=\"214\" srcset=\"https:\/\/grosum.com\/blog\/wp-content\/uploads\/2017\/07\/360-2.png 589w, https:\/\/grosum.com\/blog\/wp-content\/uploads\/2017\/07\/360-2-150x54.png 150w, https:\/\/grosum.com\/blog\/wp-content\/uploads\/2017\/07\/360-2-300x109.png 300w\" sizes=\"auto, (max-width: 589px) 100vw, 589px\" \/><\/a><\/p>\n","protected":false},"excerpt":{"rendered":"<p>360 Degree Feedback &#8211; What, Why, How? Simply, 360 Degree Feedback is a review process where employees\u00a0anonymously receive feedback from those who work with them. Known also by\u00a0multi-rater feedback, multi-source feedback or multi-source assessment, it dates all the way back to WWII when the German military gathered information from multiple sources to evaluate performance. So, [&hellip;]<\/p>\n","protected":false},"author":2,"featured_media":10283,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_yoast_wpseo_title":"360 Degree Feedback: A Complete Overview - GroSum Blog","_yoast_wpseo_metadesc":"The complete one-stop practical guide to 360 Degree Feedback, its benefits, how to get it right, avoid pitfalls and who to ask for help from.","footnotes":""},"categories":[3,47],"tags":[31,30,5],"class_list":["post-10282","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-360-degree-feedback","category-feedback","tag-360-degree-feedback-adavantages-and-disadvantages","tag-360-degree-feedback-system","tag-360-degree-feedback"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.6 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>360 Degree Feedback: A Complete Overview - GroSum Blog<\/title>\n<meta name=\"description\" content=\"The complete one-stop practical guide to 360 Degree Feedback, its benefits, how to get it right, avoid pitfalls and who to ask for help from.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/grosum.com\/blog\/360-degree-feedback\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"360 Degree Feedback: A Complete Overview - 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