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Providing employees with 360-degree feedback is highly beneficial for both organisations and individuals. 360-degree feedback helps minimise bias by accurately assessing the performance of an individual by taking into account multiple perspectives across the organisation.
Below, we explore how to collect and use 360-degree feedback to your advantage.
360-degree feedback is a survey method of gauging an individual’s performance through evaluation by multiple stakeholders. With this approach, feedback is gathered from different members of an employee’s work circle, such as their manager or supervisor, peers and clients. Typically, the person is also given the opportunity to self-evaluate their performance.
360-degree feedback is anonymous to encourage honesty. The survey may include questions on areas such as:
Before online surveys were common, 360-degree reviews were often outsourced to external companies because of the heavy administrative workload required to compile all the results. Now they can be easily managed in-house.
A 360-degree review can help improve an individual’s performance by giving them different perspectives on how colleagues and stakeholders rate their performance. From a management perspective, the insights gathered can be used to identify areas for improvement and development opportunities for that individual.
However, 360-degree feedback only provides people’s observations on how an employee is performing, so it cannot be used alone as a measure of competence.
Ideally, 360-degree reviews should be used in tandem with the traditional annual performance review between a line manager and an employee, with the outcomes used to inform the employee’s self-improvement and professional development pathways.
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