Tools of 360-Degree Feedback

Evaluations
The 360-degree feedback process relies on information usually gathered through a survey using self-evaluations, supervisor evaluations, and sometimes customer evaluations.

Responses are rated numerically. Higher scores represent strengths and lower scores represent weaknesses. Gaps between your self-assessment scores and scores provided by other respondents represent either hidden strengths or developmental opportunities and blind spots.

Evaluations are usually completed online or over the phone. Surveys can also be completed on paper and submitted by hand or by fax. International or multi-cultural organizations can prepare and conduct surveys in different languages.

To take a sample 360 survey, please try our free demo.

Reports
Data compiled from the evaluations is compiled into individual and group reports detailing the gaps between employees’ self-perceptions and the perceptions of the others who rated them. Raters’ results are presented anonymously.

Report results are usually presented both graphically and through data. Charts and graphs allow participants to visually distinguish the areas of strength and weakness.

The report may also include performance evaluations and recommendations for improvement from individuals and groups with different perspectives.

These developmental opportunities are the true purpose behind the 360-feedback process. Individuals and organizations use these developmental opportunities to drive changes needed to improve performance.

To view a sample report, click here.

Coaching
To ensure data provided through the 360-degree feedback is assimilated, individuals should receive coaching from a supervisor or external consultant trained in the 360 process. This coaching can help the individual understand the details of the report and help him/her set goals to incorporate the information received into his/her workplace performance.

Follow-up
To be truly effective, 360-degree feedback requires more than just the delivery of reports. The information gathered in the reports can be used as a source of information for the development of individual, group, and organizational goals. Participants and managers or consultants should regularly follow up to assess progress toward those goals.

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