360-degree feedback is a common type of workplace feedback that can improve employees’ productivity, skills, and work ethic. When done in the right way, it can speed up employees’ development by making them aware of their strengths and weaknesses.
Since it is done anonymously, 360-degree feedback often results in honest and objective reviews of a person’s work. It can also be used for performance appraisals; that is, to evaluate an employee’s performance and make employment decisions.
360-degree feedback is the process of giving anonymous and confidential feedback to an individual by people who have some kind of relationship with him or her in the workplace. These people include co-workers, subordinates, team leads, and even customers, in some cases. The 360-degree workplace feedback process stems from the Johari window model.
The whole idea is to gather all-around unique insights into the individual’s skills, strengths, weaknesses, and workplace competencies from different points of view. This is why it is called 360-degree feedback, multi-source assessment, or multi-rater feedback.
Besides gathering feedback from others in the form of peer assessment, workplace evaluation, and customer feedback, multi-rater feedback also includes self-evaluation. This means that the employee in question can also assess and review his or her performance, and highlight any areas that need improvement.
You can create a simple 360-degree feedback survey on Formplus and share it with respondents to help you gather anonymous responses. In the end, the responses are organized, interpreted, and presented to the employee to provide a clearer picture of his or her work competencies.
In a broad sense, 360-degree feedback is classified based on its uses. In this article, we’ll talk about 360-degree feedback for performance analysis and 360-degree feedback for employee development.
This is a type of 360-degree feedback that aims at developing the competencies of the employee. Here, the employee receives anonymous feedback from others that helps him or her to identify their strengths and experiences and become more effective.
360-degree feedback for development allows other people in the workplace to evaluate the employee’s behavior; that is, how he or she interacts with others. It also helps the employee to have a fair idea of how people perceive him or her in the organization.
Since the feedback process is anonymous, the co-workers can freely provide unspecified feedback that communicates how they feel about the employee; with little or no bias. This creates an objective feedback culture that benefits everyone in the workplace.
This is a type of 360-degree feedback that is used for employee performance evaluation and it is typically referred to as 360-degree feedback. Here, the feedback provided plays a crucial role in employment decisions such as remuneration and promotion.
It is difficult to assess performance with a 360-degree review because it focuses on behaviors and competencies instead of the employee’s skills and key performance indexes. Hence, 360-degree feedback for performance appraisal doesn't yield the best results and this is why experts do not encourage it.
Another way to determine the types of 360-degree feedback is to view the entire process as a continuum that flows from left to right. Based on this, we have the following types.
There are different kinds of 360-degree feedback questions depending on what they are being used to evaluate.
1. How would you describe your relationship with the employee?
2. How would you rate the employee's problem-solving skills?
3. Does the employee respectfully engage with others?
4. Does the employee professionally conduct herself?
5. How often has the employee motivated you to achieve your goals?
6. How would you rate the employee's communication skills?
7. How would you rate the employee's time management skills?
8. Does the employee work well with others to get things done?
9. How would you describe the employee's relationship with other people in the workplace?
10. Does the employee seek the opinions of others and use this input when resolving issues?
1. How would you describe the employee’s quality of work?
2. In your opinion, what is the employee’s greatest strength?
3. In your opinion, what is the employee’s greatest weakness?
4. How likely are you to recommend this employee for a promotion?
5. Does the employee actively assist others to achieve their goals?
6. What is your relationship with the employee?
7. To what extent does the employee create an environment where others can succeed?
8. On a scale of 1-10, how would you rate the employee’s time management skills?
9. How would you rate the employee’s problem-solving skills?
10. Please state 3 specific contributions of the employee to your team.
1. Would you describe the employee as an effective leader?
2. Is the employee a team player?
3. On a scale of 1-5, how would you rate the employee’s customer relations skills?
4. Does the employee adhere to all the organizational rules?
5. Is the employee easy to approach?
6. To what extent does the employee tolerate the views of others?
7. How would you rate the employee’s listening skills?
8. Does the employee communicate well with others?
9. How would you describe the employee’s interpersonal skills?
10. Please provide suggestions to help the employee improve on her conduct in the workplace.
On Formplus, you will find numerous form templates that can be used for 360-degree feedback in the workplace. Formplus also allows you to modify form templates so that they serve the unique needs of your organization—for instance, you can list questions for only customers or supervisors in the 360-degree feedback form.
Let’s look at some of the 360-degree feedback form templates that you can find on Formplus.
360-degree feedback yields a lot of benefits in the workplace; especially when it comes to enhancing productivity and employee efficiency. While it is almost entirely subjective, it can help you to uncover useful bits of information that you can piece together to create a more valuable organization for everyone.
Some common reasons you should consider make 360-degree feedback a part of your work culture include the following:
Using Formplus forms for 360-degree or multi-rater feedback allows you to save time and to also gather data seamlessly. In this article, we have discussed the different types of 360-degree feedback and shared different templates that you can use as they are or modify in the form builder to gather responses to your multi-rater feedback questions.
Prioritizing 360-degree feedback as an employer or business decision-maker substantially can be the game-changer for your organization. This is because multi-rater feedback supports a holistic assessment of an employee’s behavior while his or her highlighting strengths and weaknesses. 360-degree feedback promotes workplace transparency and boosts employee performance.
However, this process is time-consuming and subjective, which is why you should not solely depend on it for appraising an employee’s performance. To get the most out of 360-degree feedback, there should be facilitators and mentors to coordinate the process, interpret the results, and create a unique development roadmap for the employee.
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