Definition
A performance assessment method where an employee receives confidential feedback from multiple sources, including their manager, peers, direct reports, and sometimes clients. The aim is to provide a well-rounded view of strengths and development areas.
UK Context
While not a legal requirement, 360-degree feedback is widely used in UK organisations, particularly for leadership development. Under GDPR, feedback data must be handled carefully, and organisations should be transparent about how the data will be used and stored.
Best Practices
- Use 360 feedback for development purposes rather than as the sole basis for performance ratings
- Ensure anonymity of respondents to encourage honest and constructive feedback
- Provide training for both feedback givers and recipients to ensure the process is constructive
Frequently Asked Questions
What is the difference between 360 feedback and a regular review?
A regular review is typically a one-to-one between an employee and their manager. 360-degree feedback gathers input from multiple people who work with the employee, providing a more comprehensive and balanced assessment.
Should 360 feedback be anonymous?
Yes, best practice is to keep individual responses anonymous to encourage candid feedback. The results should be aggregated and presented in a way that does not identify individual respondents, typically requiring at least three respondents per category.