3600 Feed back

Performance feedback from supervisors, peers, partners, clients, reporting staff, sub-ordinates and co-workers

This article is written as per the request of forum.

Companies are adopting the 360 degree feedback approach to make employee assessment more effective and unbiased. 3600 feedback ensures unbiased evaluation as everyone gets a chance to express him self.

What is 3600 feedback?

360 degree feedback is a tool that provides employee a platform to receive performance feedback from supervisors, peers, partners, clients, reporting staff, sub-ordinates, co-workers. It is a system wherein employees are given an opportunity to opine about their colleagues. It’s a system where a group of people rate and evaluate their co-workers on various parameters. This feedback helps ensure unbiased evaluation as very employee gets a chance to express him self.

Picture this: Its appraisal time and you are sitting in front of your seniors, who are leaving no stone unturned to underplay your performance. Even minor mistakes are dug out and blown out of proportion. Any explanation you offer is being categorized as “expected”. Your senior constantly highlights the areas, where there is scope for improvement and overlooks your achievements.

Most of us would identify with the above situation. We cannot deny the fact that in such a system there are chances of unwarranted practices like favoritism and grudges being at play. To avoid such malice, many companies are now adopting the 360degree technique of assessment here, unlike the traditional method where only managers assessed subordinates. Subordinates get a chance to assess seniors.

The major challenge with this technique is the need for anonymity. At times it becomes difficult to provide negative feedback about your colleagues with whom you may be sharing a good rapport. While the feedback may help the person improve, it can take a toll on the relationship you share with him. The process is, thus, kept confidential and the people participating are anonymous. Employees are, however, informed about the fact that they are being evaluated not just by their seniors, but their co-workers as well. This may not necessarily be team members. It could be any employee associated with the person.

Benefits of this system:

Fair Deal: Implementing 360 degree feedback ensures that employee assessment is based on fair practice, minimizing possibility of discrimination and biased opinions. Thus, employees do not find themselves a victim of unwanted events. It is a well rounded system, where employees receive an objective feedback. It also keeps a watch on seniors as they know that their ratings will depend on the assessment given by their subordinates.

Effective endeavor: This system is more effective because individuals get a better picture of how colleagues perceive them as an individual, professional and as a co-worker. It provides multiple insights and encourages open feedback, promoting transparency.

Team work:
A leader acting upon 360 degrees feedback reinforces trust and confidence among team members. This system is beneficial as it promotes teamwork and understanding among employees. Each one knows that a spoilt rapport can cost them dear.

Acceptance: HR reaches conducted over a period of time suggest that the 360 degree feedback is better accepted by people since they are aware that it is genuine with minimal biases. Employees value their co-workers’ feedback much more than their managers. It thus motivates the employees to willingly take appropriate development action. So the purpose is achieved more effectively.

Reinforces values:
The 360 degree feedback system reinforces organizational values. It gives employees a platform to express what they think can help improve performance. Employees get a chance to identify missing skills and this inculcates a feeling “belonging” since they know their opinion matters.

  • Kumar Ranjit

    Thanks for providing a valuable input towards the 360 Degree feed back System.
    Only is the hurdle that it is very much suitable where the organization’s working strength is low and not much suitable for the big organization and due to time consuming process.
    Some times the feed back is biased due to some personnel conflict in todays high throte cut competition.

    Ranjit Kumar