360-degree assessments, also known as a multi-rater feedback or assessment is feedback that comes from members of an employee’s immediate work circle. Almost always 360-degree feedback will include direct feedback from four perspectives:
1. Subordinates
2. Peers (colleagues)
3. Immediate supervisor
4. self-evaluation.
The results from a 360-degree evaluation are most effective when used by the organization to work with the person receiving the feedback to plan and map specific paths in their development. In some instances, results are also used by organizations in making administrative decisions related to pay and promotions, rather than merely for development purposes.
The use of 360 degree assessments/feedback has steadily increased in popularity. Today, studies suggest that over one-third of U.S. companies use some type of this tool. Some sources claim that close to 90% of all Fortune 500 firms use this tool, which further supports the belief that this is an effective way to achieve employee development, typically at the manager or executive level.
Several studies indicate that a primary factor as to why the use of 360-degree feedback helps to improve employee performance is because it helps the evaluated see different perspectives of their performance. Studies show that 360 degree assessments have proven to be helpful by virtue of being predictive of future performance.
Do 360 Degree (also known as Multi-Rater) Assessments Really Work?
360 degree or multi-rater assessments have rightfully gained popularity during the past decade. Numerous studies point to their effectiveness in:
- improving performance
- boosting employee satisfaction
- creating engagement at work, and
- decreasing subordinate turnover.
Used appropriately, they can provide individuals with insights about their performance and behavior from the viewpoints of their colleagues, subordinates, and leader
Why 360s Work
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Goal achievement is central to our positive self-concept and self-esteem. In general, a 360 works because when individuals see a gap between their feedback ratings and the desired goal, they generally work to reduce the gap as a way of maintaining a positive sense of self-esteem.
How 360 Assessments Work
It’s important to consider under what circumstances it does work and how to make its deployment as effective as possible. Not all individuals will improve their performance simply because they have received feedback, and not all feedback is effective in improving performance. But generally speaking, when an individual is faced with a gap between the goal and the current reality they will seek to narrow the gap by working harder or trying to renegotiate the goal. The truth is that some employees are more predisposed to performance improvement than others. Improvements in performance are most likely to occur when
- The feedback given clearly indicates that change is necessary
- The person receiving the feedback has a positive feedback orientation
- Individuals perceive the need to change the behavior
- Individuals believe the change is doable
- Individuals set appropriate goals to change the behavior
- The individual takes actions that lead to performance improvement
There are several characteristics that can influence the degree to which individuals listen to and act upon the feedback they receive.These include
- Relevancy—the data is tied to factors that are important to the individual’s and their role
- Accuracy—the data is presented without apparent mistakes
- Timeliness—the data is provided within a reasonable time frame after it was collected
- Clarity—the data is presented in plain and clear terms
- Specificity—the data is specific enough to be acted upon
Feedback must be relevant to the individual and the goal, accurate in order to build trust and support behavior improvement, timely in order to influence behavior change in a meaningful way, specific enough to guide behavior change, and easy to understand so that it can be acted upon.