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360 Degree Feedback
Rating: 3.8 out of 5(20 ratings)
254 students

360 Degree Feedback

360-degree feedback is an appraisal or assessment process used to improve managerial effectiveness
Created byManagement Study Guide
Last updated 10/2024
English
English [Auto],

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

Course content

2 sections • 14 lectures • 59m total length

  • Introduction9:54

    Discover 360 degree feedback: its history, uses, advantages and disadvantages, components, and process, plus common errors and development options.

  • Explain What is 360 Degree Feedback0:32

    Explain how 360 degree feedback works as an appraisal to improve managerial effectiveness by providing a complete assessment of an employee's performance and development needs.

  • Describe the History of 360 Degree Feedback4:30

    Explore the history and evolution of 360 degree feedback from military origins to corporate adoption, and learn how multi-source ratings produce balanced, developmental insights for performance improvement.

  • Explain the Uses of 360 Degree Feedback1:21

    Explore how 360 degree feedback supports self-development, team building, and performance management, validates training initiatives, and informs remuneration decisions while measuring behaviors and how others perceive an employee.

  • List the Advantages 360 Degree Feedback2:13

    Explore the advantages of 360 degree feedback from employees, supervisors, and the organization, including confidential, honest assessments, open communication, and continuous learning that identify strengths, reduce bias, and boost performance.

  • List the Disadvantages of 360 Degree Feedback4:37

    Identify the disadvantages of 360 degree feedback, including misalignment with the organization's vision, mission, and strategy, and lack of senior support, communication, and follow-up.

  • Describe What is an Effective 360 Degree Feedback Appraisal4:26

    Clarify roles and responsibilities, and align employee goals with the company's strategic goals and mission. Provide performance monitoring, feedback, coaching, and standardized, well-documented appraisals to support development and open communication.

  • Describe the Components of 360 Degree Feedback1:26

    Identify strengths and weaknesses through self appraisal and judge your own performance. Combine superior appraisal, subordinate appraisal, and peer appraisal to reveal teamwork, communication, leadership, and delegation.

  • Explain the Process of 360 Degree Feedback17:56

    Explain the 360 degree feedback process from planning to implementation. Explore questionnaires and ratings from superiors, peers, subordinates, and customers.

  • Describe the Problems of 360 Degree Feedback Appraisal0:47

    Describe the problems of 360 degree feedback, including high cost and time demands, manager shock, unclear scope, resistance from employees, emotional attachment, and reluctance to give or accept negative feedback.

  • Describe the Sources of Errors in Performance Appraisals3:44

    Explore the sources of errors in performance appraisals, including unclear standards, halo effect, biases, recency effect, and actor-observer bias, and learn how these affect 360-degree feedback results.

  • Explain the Development Options after Feedback4:29

    Explore 360 degree feedback and a range of development options—from formal training and coaching to job rotation and mentoring—while addressing implementation challenges and aligning with organizational strategy.

  • Explain What is 720 Degree Feedback3:23

    Explore 720 degree feedback, a double 360 appraisal with appraisers including superiors, peers, subordinates, internal customers, and external sources, plus Globus Inc’s case on feedback timing and ratings.

Requirements

  • No prior knowledge is required

Description

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

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