What is 360 feedback?

We all know that feedback is important. But how can we make giving and receiving feedback more useful and more frequent?

360 feedback (also known as 360 degree feedback) is a multi rater feedback method that can be used to collect feedback by gathering feedback from the different people an employee works with - not just their manager. It usually happens as part of the appraisal process.

In this blog, we'll explain what 360 degree feedback is, how SMEs can use it, and why it might be worth considering for your team.

Skip to:

• What is 360 degree feedback?
• How can SMEs use 360 feedback?
• What are the benefits of the 360 feedback process?
• Are there any downsides to 360 feedback?
• How to run 360 feedback in your business
• 360 feedback survey question examples
• How to get started with 360 feedback and boost employee development

What is 360 feedback?

360 feedback is a confidential feedback process where someone receives feedback from a range of colleagues. It's good to try and collect feedback from inside and outside their team and at varying levels of seniority. For example, team members, line managers, direct reports, senior leaders and colleagues in other departments.

The aim is to get a well-rounded view of an employee's performance, including what they do well, and where the y might have room to grow. Typically, everyone selected to give feedback fills out a survey based on the same set of feedback questions, designed to assess a range of workplace competencies. The person receiving feedback also completes a self-assessment.

How can SMEs use 360 feedback?

360 degree feedback works best as a personal development tool - not a performance measurement. It's especially useful when team members might not feel comfortable delivering feedback face-to-face. Because it's anonymous, people are will often give open, honest and more accurate feedback.

Used well, 360 degree feedback helps individuals understand how others see them - and gives them something concrete to work with when they want to grow, adapt and develop their skills.

That said, it should be one part of a wider appraisal process. It's not designed to measure against specific job requirements and employee performance objectives, but instead to explore behaviours and soft skills.

What are the benefits of the 360 feedback process?

For organisations:

• 360 degree feedback helps spot interpersonal skills and development needs across teams.

• It reinforces the behaviours and values needed for the employee's success in their role.

• 360 degree feedback also shows you're serious about people development - which support recruitment and retention.

• It encourages a culture where the feedback process is fair, transparent and part of everyday working life.

• 360 degree feedback also offers the important benefit of helping identify leadership skills and core competencies that support long-term success for employees and organisations.

For employees:

• 360 degree feedback gives employees a full view of how how they're seen by others within the business, not just one person. 

• It encourages self evaluation, self awareness and reflection.

• 360 degree feedback puts a focus on personal and professional development, highlighting both strengths and areas for growth.

• It can support better teamwork through greater understanding.

Are there any downsides to 360 feedback?

For organisations:

• 360 degree feedback, like any feedback process, takes planning. Feedback questions need to be clear and meaningful.

• Poor communication can lead to misunderstandings or tension. That's why good communication is essential.

• Some people may feel uncomfortable giving feedback, even anonymously. Providing training on giving and receiving feedback can help employees understand how to give and take feedback calmly, kindly and respectfully.

For employees:

• Following up matters. If nothing is done with the feedback after collection, it can feel pointless or demotivating. It's important to encourage  people to give actionable feedback. 

• Poorly delivered feedback can be upsetting or unclear. Employees and colleagues should not use the 360 feedback process just as a chance to criticise or communicate weaknesses, but instead as an opportunity to give constructive feedback in a respectful manner and with a positive focus on employee development. Again, feedback training can help employees handle feedback better.