360-Degree Feedback is a performance appraisal method where feedback is collected from various sources like peers, superiors, and subordinates.

Definition

360-Degree Feedback is a performance appraisal system where feedback is gathered from multiple sources, including self-evaluation, superiors, peers, subordinates, and sometimes, customers. The aim is to provide a comprehensive view of an employee's performance based on the perceptions of those who work with them.

Usage and Context

In an organization, 360-Degree Feedback is used to assess the skills, effectiveness, and productivity of an employee. It helps in identifying strengths and areas for improvement. The feedback is usually anonymous and involves a rating system, followed by comments.

FAQ

What is the purpose of 360-Degree Feedback?

The purpose is to provide a balanced view of an employee's performance and help them understand their work from different perspectives. It aids in personal development and organizational growth.

How often is 360-Degree Feedback carried out?

There is no set rule, but it is typically done annually or bi-annually. However, some organizations may choose to do it more frequently.

Related Software

There are several online tools and software available to conduct 360-Degree Feedback, such as SurveyMonkey, Qualtrics, and Trakstar.

Benefits

360-Degree Feedback promotes self-awareness, encourages constructive feedback, enhances accountability, and fosters a culture of continuous learning and development. It also aids in succession planning and leadership development.

Conclusion

While 360-Degree Feedback can be immensely beneficial, it should be handled carefully. Proper communication, training, and follow-up are crucial to its success. It is not a standalone solution but a part of a broader talent management strategy.

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