360 degree feedback also known as multi-rater feedback is a proven method of supporting employee development that that has been growing in popularity during the past 15 years. It works by providing them with feedback from those who know their work best. Because it allows individuals to see themselves as others see them, it guides them to increase both their skills and job satisfaction.
In practice, between 8 and 20 people who know the work of the individual are chosen to respond to an online questionnaire. The use of a circle of responders inspired the term “360 degree”.
The responders are people who have experienced the candidate in current or former jobs, associations, or volunteer work. They may include:
- Direct reports
- Anyone else who knows the person’s abilities
Responders are encouraged to be frank in their replies because the automated 360 process preserves confidentiality. Read more about 360 Degree Feedback on our outline page.
360 Degree Feedback: Issues
The questionnaire will cover a valuable range of issues, some of which are difficult to address in formal interviews. As an example, the questionnaire provided by our service for candidates with supervisory responsibilities, covers the following core competencies:
- Work skills
- Workplace motivation and effectiveness
- Leadership skills
- Interpersonal skills
- Emotional skills
- Honesty, integrity, diversity
- Potential for development
Each of these competency is described in from 3 to 6 specific questions.
When the responders have replied to the questionnaire, a professional report is generated which summarizes their responses without identifying who said what. It guides the individual to capitalize on strengths, and make changes where needed. The use of 360 degree feedback to strengthen the evaluation process is a recent and promising innovation.
360 Degree Feedback: Value
Recruiters are constantly alert for markers which will point to promising candidates and warn them about questionable ones. That is why there is a growing interest these days in the use of tests to enhance recruitment.
Unfortunately, most of the available testing relies on self-reports by the candidate, and the problem here is the human condition. It is impossible for candidates (in fact for any of us) to know what we do not know about ourselves.
For example, it is common to see a candidate report high communication skills, while those who know the candidate report them to be medium or low. While the candidate’s perception may be sincerely held, in the vast majority of cases the group offers a more compelling perspective.
To make it worse, some candidates are so desperate to get the job that they deliberately skew the data in their self-report.
These concerns have given 360 degree feedback a special place. Instead of providing narrowly-sourced information (typically from one person), it typically aggregates the responses of between 8 to 20 individuals.
As well, it offers evaluators the following valuable information which is not usually available through resumes or self-reporting tests:
- The candidate who provides 360 degree feedback has a special spirit of enterprise. Such people have pride in their skills and the respect of their colleagues, vital qualities for the workplace. They are sufficiently enterprising to take additional steps, beyond preparing the traditional resume. These are the kind of people employers are increasingly looking for, because they bring wider horizons to the workplace.
- The candidate is confident. Self-confidence allows the candidate to move forward on tasks without being stalled by self-doubt.
- The candidate is committed to learning about her/his skill level and in self-development, a key profile of employees who have growth potential.
- The obvious benefit is that the report shows the candidate to be stronger and weaker in specified areas. This helps the recruiter quickly assess how well the person will fit the position, and eliminate unsuitable candidates.
360 Degree Feedback: Non-Template
- 1 360 Degree Feedback: Responders
- 1.1 360 Degree Feedback: Issues
- 1.2 360 Degree Feedback: Value
- 1.3 360 Degree Feedback: Non-Template
- 1.3.1 360 Degree Feedback Example
- 184.108.40.206.1 To:
- 220.127.116.11.2 From:
- 18.104.22.168.3 Employee Title:
- 22.214.171.124.4 Employee Dept:
- 126.96.36.199.5 Evaluator’s Relationship to Employee:
- 188.8.131.52.6 Peer
- 184.108.40.206.7 Staff
- 220.127.116.11.8 Supervisor
- 18.104.22.168.9 Other
- 22.214.171.124.10 INNOVATION
- 126.96.36.199.11 1
- 188.8.131.52.12 2
- 184.108.40.206.13 3
- 220.127.116.11.14 4
- 18.104.22.168.15 5
- 22.214.171.124.16 Comments:
- 126.96.36.199.17 1
- 188.8.131.52.18 2
- 184.108.40.206.19 3
- 220.127.116.11.20 4
- 18.104.22.168.21 5
- 22.214.171.124.22 Comments:
- 126.96.36.199.23 1
- 188.8.131.52.24 2
- 184.108.40.206.25 3
- 220.127.116.11.26 4
- 18.104.22.168.27 5
- 22.214.171.124.28 An effective leader uses clear listening, speaking, and writing skills to engage in honest, open dialogue at all levels, to promote the success of all, and to sustain the mission.
- 126.96.36.199.29 Comments:
- 188.8.131.52.30 1
- 184.108.40.206.31 2
- 220.127.116.11.32 3
- 18.104.22.168.33 4
- 22.214.171.124.34 5
- 126.96.36.199.35 An effective leader keeps hope and determination alive through creation of an environment that recognizes, values, and rewards the positive efforts and contributions that each individual makes to the mission, vision, and goals of the organization.
- 188.8.131.52.36 Comments:
- 184.108.40.206.37 1
- 220.127.116.11.38 2
- 18.104.22.168.39 3
- 22.214.171.124.40 4
- 126.96.36.199.41 5
- 188.8.131.52.42 An effective leader ensures that their actions, as well as their professional values, intentions, and principles are in alignment with and guided by the mission and established policies and procedures.
- 184.108.40.206.43 Comments:
- 220.127.116.11.44 1
- 18.104.22.168.45 2
- 22.214.171.124.46 3
- 126.96.36.199.47 4
- 188.8.131.52.48 5
- 184.108.40.206.49 An effective leader equitably and ethically sustains human resources, processes and information as well as physical and financial assets to fulfill the mission.
- 220.127.116.11.50 Comments:
- 18.104.22.168.51 1
- 22.214.171.124.52 2
- 126.96.36.199.53 3
- 188.8.131.52.54 4
- 184.108.40.206.55 5
- 220.127.116.11.56 An effective leader demonstrates a current understanding of knowledge specific to their area of responsibility through the application of related procedures, principles, theories or concepts.
- 18.104.22.168.57 Comments:
- 22.214.171.124.58 What should this employee continue doing?
- 126.96.36.199.59 What should this employee do more of?
- 188.8.131.52.60 What should this employee do less of?
- 184.108.40.206.61 Any other comments or information you wish to share?
- 1.3.1 360 Degree Feedback Example
360 Degree Feedback Example
Management, Administrative, and Professional Employee 360° Performance Evaluation
A performance assessment is being prepared for the employee named below. You have been identified as an individual who frequently interacts with this employee in the course of his/her work. Please take a few minutes to complete this form, providing constructive, work-focused input on his/her job performance. Comments which reference specific work or observed traits, skills or behaviors are most helpful, rather than general characterizations. If you would prefer to discuss your input either in person or by phone, please contact me.
A 360° evaluation process is intended to give the employee and supervisor feedback to assist in goal setting. A minimum of 5 participants should be utilized. Our methodology for using this information is that your input will be combined with input from others to develop summary statements or themes which may appear across multiple responses. You may remain anonymous or feedback to the employee may be attributed to you if you so indicate by checking the box below.
Please indicate your preference to remain anonymous or have your input attributed to you.
I prefer to remain anonymous You may identify me as the source of input
Evaluator’s Relationship to Employee:
- For each leadership competency below, check the box that best describes the employee’s demonstrated performance. The rating scale ranges 1 – 5, with a 1 indicating a low level of performance and a 5 indicating the highest level of performance. Provide supporting comments and examples in the space provided or attach additional pages.
|An effective leader strategically improves the quality of the institution, protects the long-term health of the organization, promotes the success of all and sustains the mission based on knowledge of the organization, its environment and future trends.|
|An effective leader develops and maintains responsive, cooperative, mutually beneficial, and ethical internal and external relationships that nurture diversity, promote the success of all, and sustain the mission.|
An effective leader uses clear listening, speaking, and writing skills to engage in honest, open dialogue at all levels, to promote the success of all, and to sustain the mission.
|ENCOURAGE THE HEART|
An effective leader keeps hope and determination alive through creation of an environment that recognizes, values, and rewards the positive efforts and contributions that each individual makes to the mission, vision, and goals of the organization.
An effective leader ensures that their actions, as well as their professional values, intentions, and principles are in alignment with and guided by the mission and established policies and procedures.
An effective leader equitably and ethically sustains human resources, processes and information as well as physical and financial assets to fulfill the mission.
|What does this employee do well?|
What should this employee continue doing?
What should this employee do more of?
What should this employee do less of?
Thank you for completing this 360° Evaluation, please return to