An Explanation of the 360 Degree Review Process

The 360-degree review process is a comprehensive method of evaluating an individual’s performance by soliciting feedback from various sources across different levels within the organization. Unlike traditional performance appraisals that typically involve feedback from a direct supervisor, the 360-degree review gathers input from peers, subordinates, managers, and even external stakeholders such as clients or customers

Here’s how the 360-degree review process typically works:

1. Selection of Participants: The individual undergoing the review, often referred to as the “subject,” selects a group of raters who will provide feedback. This group usually includes peers, direct reports, managers, and sometimes external contacts who interact with the subject regularly.
2. Confidential Feedback Collection: Feedback is collected anonymously through surveys or questionnaires that are tailored to assess specific competencies, skills, or behaviors relevant to the individual’s role. Raters are asked to evaluate the subject’s performance based on their observations and interactions.
3. 360-Degree Feedback Report: Once all feedback is collected, it is compiled into a comprehensive report or summary. This report typically includes both quantitative ratings and qualitative comments provided by the raters.
4. Feedback Discussion: The subject meets with their supervisor or a designated facilitator to review the feedback report. This discussion focuses on strengths, areas for improvement, and development opportunities identified through the feedback process.
5. Action Planning: Based on the feedback received, the subject and their supervisor collaboratively develop an action plan to capitalize on strengths and address areas for development. This plan may include setting specific goals, identifying training or development activities, or implementing changes in behavior.
6. Follow-Up and Review: The 360-degree review process is often part of a larger performance management system and may be conducted annually or periodically. Follow-up reviews allow for progress tracking, reassessment of goals, and continued development planning.

Overall, the 360-degree review process promotes a culture of continuous feedback, learning, and improvement, contributing to individual and organizational effectiveness.