360 Degree Feedback

Providing balanced and constructive feedback from colleagues

What is 360 Degree Feedback?

360 Degree Feedback is the process of providing formal constructive feedback on a periodic basis, which is balanced and rounded by engaging the views of a wider audience.

360-degree feedback can be hugely powerful and insightful for those organisations ready to embrace this approach. A successful process heavily depends on the maturity and culture of your organisation. If you want to truly gauge and appraise an employee’s performance, then it is important to get a wider and balanced perspective.

This can be achieved through a wider view of their performance, by taking input from a range of people they interact with, for example:

Themselves
A personal view
Subordinates
People who report to them
Peers
People who work with them
Manager
The person they report into
Customer
Someone internal or external

360-degree feedback is used predominantly for senior roles in large organisations, but can also be adopted more widely where it adds value.

What are the benefits of 360 Degree Feedback?

Engaging constructive wider feedback provides a more balanced and broader perspective. This more accurately and fairly assesses a person’s performance, and will reduce the influence of any subjective inputs such as favouritism and prejudices, etc.

Why are Think Eleven the perfect organisation to help with 360 Degree Feedback?

We have gathered expertise from a diverse range of clients plus examples of best practice. We will share this with you to help shape the optimum performance management process. Our focus is ensuring the entire solution is fit-for-purpose and delivers value and impact.

Why is SkillStation the perfect tool to assist with 360 Degree Feedback?

360-degree feedback forms part of the overall SkillStation performance review module.

Where required, Performance Appraisals and even specific questions can be set as a 360-degree review. SkillStation allows you to choose the most effective process and assessment approach for each section of your Performance Appraisal e.g. Leadership.

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