The 360° Feedback (also referred to as 360° Leadership Feedback) is an efficient method for assessing the skills and behavior of managers and specialists from different perspectives (superiors, peers, employees, self-assessment, customers, project employees, etc.). The manager is sensitized to their strengths and weaknesses through the comprehensive feedback.
By repeating the same analysis, an employee’s development is highlighted (run comparison). For the development of the 360° survey, your company-specific skills or a standard skills model can be used.
Differentiated, personal assessment of the situation
Identification of blind spots and distorted self-perceptions
Basis for development, target agreement or pulse check discussions; starting points for personal development
Improving the feedback culture, increasing awareness of the company's core competencies and values
Low costs and high benefits through digitized processes
Juxtaposition of external and self-image, stimulation of a change of perspective
Review of the expectations of various stakeholders
Establishing a constructive feedback culture
Basis for measures for personal development
Basis for targeted team development processes
Individual assessment of the situation
Definition of learning fields
Accompaniment of change processes
Improvement of behavior (leadership effect, sales skills, etc.)
Analysis of conflicting signals from the environment
Identifying the causes of conflict
Realignment of organizational units
Starting instrument for professional coaching
Questions before use:
What goals should be achieved with the 360° feedback process?
How should the process be implemented?
Who should give feedback?
Which competences should be assessed?
What consequences do the results have for the feedback participants involved (e.g. selection or development)?
The conception phase is essential for the implementation and execution of the 360° feedback process. With each further implementation of a 360° feedback, the comparison to the last survey can be shown. In this case, the preparation phase starts directly.
Determination of participants
Setting a schedule
Participants conduct an online survey
Follow-up of the defaulting participants
At the end of the survey, the evaluation is downloaded as a PDF file. The evaluation contains a profile overview in which various results, averages, and comparative values are displayed sorted by competence. The participant therefore has the opportunity to compare the evaluations of the different feedback groups and his self-assessment. The comparison between self-image and external image shows which specific fields of action are available for further development and offers an ideal basis for the feedback discussion.
A second run (“run comparison”) shows the changes between two analyses.