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.
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.
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.
There is no set rule, but it is typically done annually or bi-annually. However, some organizations may choose to do it more frequently.
There are several online tools and software available to conduct 360-Degree Feedback, such as SurveyMonkey, Qualtrics, and Trakstar.
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.
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.