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360° Feedback - FAQs

1. What Is a 360° feedback?

A 360° feedback is a process where feedback is gathered on specific observable aspects from individual's key stakeholders e.g. superiors, peers, subordinates customers, etc. to identify individual's strengths and development areas as observed by his stakeholders.

2. What does a 360° feedback evaluate?

Typically a 360° feedback focuses on specific competencies and expected behaviours that are relevant for a given job/ executive in a given role.

3. When to use 360° feedback?

It is suggestive to use 360° feedback for developmental purposes. However, it can also be used within organizations for succession planning and career progression.

4. Who can go for 360° feedback?

All those organizations that are oriented towards growth and progress opt for 360° feedback. 360° feedback can be used by organizations for various organizational decisions. However individuals can take initiative to seek feedback from their key stakeholders which can help them in understand stakeholder's expectations from them, identify their strengths and areas of development and plan/ work on identified areas.

5. How many organizations are using 360° feedback?

There isn't a concrete data around the number of organization using 360° feedback. However based on anecdotal evidence gained through the many articles on 360°feedback approach published over the years, it could be said that by now nearly all Fortune 1000 companies have initiated or are in the process of using 360° feedback process. Besides this, due to online approaches of 360° feedback, even many small to mid-size companies undertake 360° feedback for individuals and groups within their organizations as it has become more affordable.

 

In some developed countries, the individuals in companies without a formal process in place seek outside agencies that help them with 360° feedback for themselves.

6. What are the benefits of 360° feedback?

The 360° feedback is beneficial to individuals, teams and organizations.

 

Benefits to the individual:

 

  • Understand how others perceive him/ her (based on ratings and qualitative feedback) based on the experience given by self to others
  • Increase self-awareness by understanding blind spots
  • Identify areas to focus on for self-development
  • Enhance performance and/ or plan better for career

 

 

Benefits to the team:

 

  • Develop open channels of communication among employees/ team members
  • Develop transparency and trust among team members to exchange feedback
  • Better team environment as people discover how to treat others how they want to be treated
  • Supports collaboration and team work though involvement in each other's' development

 

 

Benefits to the organization:

 

  • Help in developing and using talent by identifying developmental needs and providing support in employee develop
  • Alignment with organizational expectations and objectives that are captured within competencies and its behaviours
  • Improve customer service by involving and capturing customers' expectations in the feedback process

7. How often should 360° feedback be conducted?

360° feedback can be conducted at an interval of 12 months to 18 months. This is considering that individuals take time to accept need for change, identify areas and act on it till it becomes observable/ perceivable changes for others. However, depending on the purpose and the aspect that is evaluated, the survey could be conducted more often.

8. Who should Identify respondents for executives' 360° feedback?

The selection of respondents can be identified by the executives, by the internal HR team or, the management. This could as well be a joint process where executives, HR team or the management is involved. This is a very important process of 360° feedback as the buy-in of the executives and their respondents is extremely essential for the effective outcome of the process.

9. Who should be the respondent and how many respondents should be included for 360° feedback?

To meet the objective of 360° feedback process, it is essential to carefully select the respondents for an individual's 360° feedback. There are various aspects that need to be considered when selecting the respondents i.e. familiarity of the respondent with the executive, frequency and kind of interaction, purpose of interaction, function/ department within organization, etc. It is suggestive to include respondents from various categories i.e. superiors, peers, subordinates, customer/ vendor/ distributors, family members, etc. based on the purpose of feedback. Inorder to receive representative sample of feedback, it is suggestive to include 4 to 10 respondents in different categories.

10. What is an appropriate rating scale that can be used for 360° feedback?

It is found that a 5 point rating scale or smaller scales than it are too small to provide a clear feedback about the executives and their behaviours. A larger rating scale with atleast 7 to 10 point tends to give more accurate feedback for the executive as it helps respondents to differentiate behaviours.

11. What is an appropriate rating scale that can be used for 360° feedback?

It is found that a 5 point rating scale or smaller scales than it are too small to provide a clear feedback about the executives and their behaviours. A larger rating scale with atleast 7 to 10 point tends to give more accurate feedback for the executive as it helps respondents to differentiate behaviours.

 

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