360 Degree Feedback

8 Pages 2110 Words

What is 360-degree feedback?
A process in which you evaluate yourself on a set of criteria, your manager evaluates you, as do your peers and direct reports. You receive a gap analysis between how you perceive yourself and how others perceive you. Effective 360-degree feedback processes also include coaching sessions and development planning.
How can I easily refer to ratees and raters?
The terms "ratee" (the person being evaluated) and "rater" (the person doing the rating) can be cumbersome. Team Builders Plus utilizes the word "subject" instead of "ratee" and "respondent" instead of "rater". This methodology is also easily transferable to other 360 processes where the subject is not a person but a thing, such as a organizational climate or customer satisfaction survey.
What type of information should be targeted?
· knowledge - familiarity with job, industry, company
· skills - task proficiency
· behaviors - patterns in relating to the environment (energy, optimism)
· NOT personality traits or styles
What are the benefits of 360-degree feedback degree feedback?
To the individual:
· Perception is reality and this process helps individuals to understand how others perceive them
· Uncover blind spots
· Feedback is essential for learning
· Individuals can better manage their own performance and careers
· Quantifiable data on soft skills
To the team:
· Increases communication between team members
· Higher levels of trust and better communication as individuals identify the causes of breakdowns
· Better team environment as people discover how to treat others how they want to be treated
· Supports teamwork by involving team members in the development process
· Increased team effectiveness
To the organization:
· Reinforced corporate culture by linking survey items to organizational leadership competencies and company values
· Better career development for employees
· Pro...