The document discusses 360-degree feedback as a comprehensive performance evaluation method that gathers input from managers, peers, direct reports, and even self-assessments to provide a holistic view of an employee's performance. It highlights the importance of this feedback approach in identifying and developing leaders, fostering employee engagement, and facilitating talent development while acknowledging its pros and cons, such as the potential for inaccurate feedback. The document also outlines steps for designing an effective 360-degree feedback review process to ensure it is actionable and beneficial for both individuals and organizations.

1. Cracking The ‘360-degree feedback’ Code
360-degree feedback a springboard for organisational success

2. Effective performance management is key to nurturing growth and productivity in
today's ever-changing work environment. One powerful approach that stands out
is 360-degree feedback. This method goes beyond the traditional top-down review
by collecting feedback from a range of perspectives—managers, peers, and even
direct reports
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3. WHAT IS 360-DEGREE FEEDBACK?
The 360-degree feedback process gathers
input on an employee’s performance from
colleagues, managers, direct reports, and
other key stakeholders. Traditionally,
feedback comes solely from a manager, but
360-degree feedback broadens that
approach by incorporating insights from
multiple perspectives.

4. WHY 360-DEGREE
FEEDBACK?
The sole purpose of 360-degree
feedback is to make employee
evaluations as comprehensive as
possible by gathering various
perspectives. This provides a more
complete picture of individual
performance in any given position.

5. Because the 360-degree feedback is
elaborate, it takes a combination of diverse
perspectives to be well-rounded. Hence,
there are a specific persons that could
contribute to its success.
01
Managers: A manager will assess
an employee's performance
against set goals, work ethic and
contributions to the team.
02
Peers: Colleagues provide
feedback on collaboration,
communication and overall
effectiveness in working
together.
03
Direct Reports (for
managers): When applicable,
supervised employees may offer
insights into leadership style,
communication and effectiveness.
04
Self-Assessment: The employee
themself reflects on their
performance, goals achieved and
areas for development.
05
External Stakeholders (optional):
Feedback might be solicited to
understand the employee's impact on
external relationships.
WHO TAKES PART IN 360-
DEGREE FEEDBACK?

6. IMPORTANCE OF 360-DEGREE
FEEDBACK
360 feedback can be a key strategic tool for
organisations when it comes to identifying and
developing leaders. Especially in a business that is in
a phase of hypergrowth, 360 feedback is a means to
an end when it comes to figuring out how
employees collaborate, how they lead projects and
how well they get work done with multiple
stakeholders.
So, be it as a pillar of growth or succession planning,
360 feedback can serve the purpose of helping
identify if an employee is growing in their role or
not.
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on Tools

7. BENEFITS OF 360-
FEEDBACK
There’s a lot of work involved in getting a 360
feedback programme off the ground, because of
this, organisations sometimes look at its ROI if it’s
worth it? Well, if you aren’t sure if it’s worth the
time involved, wait till you see some of the benefits
of 360 feedback within your organization.
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8. GENERAL BENEFITS OF 360-
DEGREE FEEDACK
Objectivity
When you receive
feedback from
multiple
stakeholders, and
not just one, you’ll
likely get more
unbiased, objective,
usable feedback.
Accuracy
When you loop in
various individuals,
who have worked
closely on a project
or on a day-to-day
basis with an
employee, you’ll
gain a more
accurate picture of
their success.
Engagemen
t
Every employee want
to feel included, and
that incudes leaving
feedback. Whether to
appreciate or to help
an employee learn,
360 feedback can
come handy when it
comes to how you
measure employee
engagement.
Developme
nt
When an employee
knows they are
getting feedback
from multiple
sources, that are
unbiased, they are
more likely to take
the learnings of the
feedback process and
implement them in
their working life.

9. Individual
Contributors
360° reviews can be an excellent
growth and development tool for
individual contributors.
Teams
Teams can also get a lot of value
from 360° reviews. With this
feedback approach, teams can
better understand how they’re
performing and progressing
toward their shared objectives.
Managers
Just as individual contributors
benefit from 360-degree feedback,
managers too benefit by receiving
feedback from their direct reports,
in addition to that of any colleagues
with whom they work closely.
Aside from the general benefits of 360-degree
feedback, this approach offers unique advantages for
individuals at all levels of an organisation.
HOW INDIVIDUALS AT ALL LEVELS
BENEFIT FROM 360-DEGREE
FEEDBACK

10. Managers Benefits
Just as individual and
teams benefit from 360
degree feedback,
managers could also
benefit. As it can help
improve relationships,
Increases transparency in
conversations and boost
overall team performance.
Teams Benefits
For teams, 360° degree
feedback help open up
communication among
members, help increase
productivity and efficiency
and above all, it help teams
identify behaviours that
can help teams to scale.
Individual Benefits
360-degree feedback
provide individuals with a
more balanced feedback,
helps to strengthen
individuals relationships
with the people they
work with and create
opportunities for learning
and development.

11. PROS AND CONS OF 360-
DEGREE FEEDBACK
While 360-degree feedback can
be a great tool for employee and
leadership development, it also
has its limitations. Let’s look into
the Pros and Cons of this type of
feedback.

12. For the employee receiving feedback from
their peers, it provides an opportunity to
learn what their peers believe their strengths
are, and this can lead to feeling more valued
amongst colleagues
Strengthening a team’s
relationships While many would endeavour to
complete a 360 degree form
accurately and fairly, there may be
instances where the feedback given
isn’t entirely accurate due to the raters
that were chosen.
A potential lack of
accuracy
By asking for and receiving feedback from
peers, will help employees accept
responsibility for their own actions and
behaviours.
Promoting accountability
If an employee receives negative
feedback from their colleagues, they
could take it personally which may
result in resentment.
Increased focus on
weaknesses
The questions included in a 360 degree feedback template are
designed to focus on specific areas of an employee’s
performance. This can reveal both strengths and weaknesses
that an employee may not have previously considered.
Spotlight areas for development and
improvement
Depending on the type questions that
are included in the feedback
template, 360 review could focus too
much on an employee’s weaknesses
rather than their strengths.
creating a negative culture in
the workplace
PROS & CONS

13. 7 STEPS FOR DESIGNING AN EFFECTIVE 360 DEGREE FEEDBACK REVIEW
Set clear goals
Train raters
Focus on natural
strengths
Involve managers
and leaders
Create buy-in and trust in the
360 feedback programme
Know what to ask
and how to ask it
Customise the
programme to your
organisation
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14. It’s crucial that 360 degree feedback is actioned. An employee
needs to be given resources to help them if they’re given negative
feedback in a particular area.
A lack of follow-up around what happens after going through
feedback means that the process becomes pointless. It will also
damage future attempts at carrying out effective 360s as
employees will be apathetic about how useful it’ll be.

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