360 Degree Feedback: A multi-rater feedback approach of the new era of corporate world.

Definition: It is an evaluation method which is based on feedback from the worker, subordinates, peers, superiors and even sometime from the customers (directly or indirectly associated) to Assessee. In other words, it is a process where an individual (Assessee) is rated on certain common attributes or traits (which affects our surrounding) by people who know something about Assessee’s work by asking close ended questions and finally receives confidential anonymous feedback. It is called 360 Degree Feedback because here the assessment process flows in both directions; from Top to Bottom and Bottom to Top.

Objective: It helps each individual to understand his effectiveness in different organizational role like; as an employee, subordinate, co-worker, and as a superior. Managers and leaders within organizations use 360 degree feedback to get a better understanding of their strength and weakness. According to W. Tornow, “its main object should be personal development rather than evaluation”.

What 360 degree feedback assess: It can be used to assess behaviours and competencies, how other perceive an employee, understanding certain crucial skills as listening, planning and subjective areas such as teamwork, character & leadership.

What 360 degree feedback does not assess: It should not be used for Performance Appraisal, basic job requirements and technical or job-specific skills.

If successfully implemented may leads to (Pros): all round development of organizational environment which is conducive for growth (individual or organization as a whole). It helps to identify the area of improvement, which helps individual to align himself or herself with the organizations mission, vision and goals with retaining ethics and values.

If its implementation fails, it may leads to serious consequences (Cons): Its failure can negatively affect motivation and can create uproar in the organization. It can result in severe backlash from employees, including emotions such as fear, anger and frustration.

Conclusion: The popularity of 360 degree feedback is undeniable and one can easily understand by the fact that now-a-days 90% of Fortune 500 companies (in controlled manner) are using it successfully. This method can bring great results only in the right organizational climate. When it practiced in wrong environment, the results can be worse or detrimental.