360 Degree Feedback
Learn about 360-degree feedback, a performance appraisal method that gathers feedback from multiple sources. Discover its history, uses, advantages, and disadvantages. Understand the components, process, and potential problems. Explore the sources of errors in performance appraisals and the development options after feedback. Also, find out about 720-degree feedback. Ideal for HR departments, managers, supervisors, team leaders, and project managers.
What you’ll learn
- Explain What is 360 Degree Feedback
- Describe the History of 360 Degree Feedback
- Explain the Uses of 360 Degree Feedback
- List the Advantages 360 Degree Feedback
- List the Disadvantages of 360 Degree Feedback
- Describe What is an Effective 360 Degree Feedback Appraisal
- Describe the Components of 360 Degree Feedback
- Explain the Process of 360 Degree Feedback
- Describe the Problems of 360 Degree Feedback Appraisal
- Describe the Sources of Errors in Performance Appraisals
- Explain the Development Options after Feedback
- Explain What is 720 Degree Feedback
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360 degree feedback is also known as Multi-rater feedback, Multi-source feedback, Full-circle appraisal or Group performance review. Contemporary 360-degree methods have roots as early as the 1940s. However, the exact details of the start of the technique are not very clear.
Most scholars agree that 360-degree performance appraisal has historical roots within a military context. During the 1950s and 1960s, the multi-rater trend continued in the United States within the Military service academies.
At the United States Naval Academy at Annapolis, the midshipmen used a multi-source process called “peer grease” to evaluate the leadership skills of their classmates.
During the 1960s and 1970s, in the corporate world, organizations like Bank of America, United Airlines, Bell Labs, Disney, Federal Express, Nestle, and RCA experimented with multi-source feedback in a variety of measurement situations.
360 degree feedback system provides performance data from multiple points of reference. It is more powerful, reliable and accurate as compared to traditional, single source feedback processes. The feedback tends to be more balanced and is also harder to dismiss due to its’ broader range of inputs’.
This method employs a multi-source feedback method which provides a comprehensive perspective of employee performance by utilizing feedback from the full circle of people with whom the employee interacts: supervisors, subordinates and co-workers.
Who this course is for:
- Human Resource Department
- Managers and Supervisors
- Team leaders
- Project managers
