Performance

1. INTRODUCTION
A 360-degree feedback (also known as multi-rater feedback, multi source feedback, or multi
source assessment) is a process through which feedback from an employee's subordinates,
colleagues, and supervisor(s), as well as a self-evaluation by the employee themselves is
gathered.
360 degree feedback is a tool that provides staff with assessments of their work-based
behaviours coming from the perspectives of people who work with them. It is named 360
degree because the responses are collected from people all-around the employees- their
supervisors, their colleagues or their clients. All of them can play an integral part in providing
the employees with more insights of how they are perceived and how they can improve their
performance.
360 degree feedback is a well-known concept and a powerful model for employee
assessment and performance improvement. It differs from employee appraisal which solely
comes from the views of their supervisors/managers. It answers the question “how you do
things” instead of “what you do”. Such feedback results in a better-informed discussion.
The approach does not only apply to employees but also to the managers. In some cases,
organisations hire external consultants to conduct 360 degree feedback for the managers.
The consultants will share feedback and its implications to the managers to plan
improvements for them and their departments.
The first documented use of surveys to accomplish 360-degree feedback was in the 1950s, by
the Esso Research and Engineering Company. With the increased efficiency and financial
success gained from the anonymous surveys, Esso Research and Engineering was bought out,
and is now under the Exxon Mobil.
The purpose of the 360 degree feedback is to assist each individual to understand their
strengths and weaknesses and to contribute insights into aspects of their work needing
professional development. Debates of all kinds are raging in the world of organizations about
how to: Select the feedback tool and process.
Feedback promotes personal and professional growth.
Feedback is about listening actively, taking the time to analyze, and then thinking of the
best possible solution to perform better. It provides positive criticism and allows to see
what everyone can change to improve their focus and results.
The feedback will be more valuable than the top-down appraisal as it is reflective of multiple
points of view and reduce the distortion of results from just one perspective. If the company
only applies the traditional method of top-down appraisal, the result could be incorrect and
insufficient. For instance, an employee can be viewed negatively by his manager yet he is
loved by the customers. The top-down appraisal neglects employee’s strength in engaging
customers, which is an important factor in evaluating his performance.

2. 360 degree feedback allows employees to learn how they work or perform in a team. Without
a proper channel, one may find it difficult to express their comments to other teammates due
to sensitivities. An improvement in communication within teams will lead to stronger teamwork
and rapport.
The intention of a feedback system is not to criticise one’s behaviours, nor is it meant to make
people feel negative about others or themselves. One needs to understand their strengths
and weaknesses for personal development. 360 degree feedback provide users with an
insightful overview of their personal traits and qualities. Conducted properly, 360 degree
feedback can contribute positively to employees’ personal and professional development.
360 degree feedback is one of the most developed tool in employees assessment. However,
due to the high cost and complexity arising from the implementation, companies often choose
to use it on senior management only.

3. Establishing a scheme can be daunting at first but it promises many benefits for the
organisation. The value of constructive feedback can be achieved by building a properly
designed and implemented scheme, with a fundamental intention to motivate and inspire
people to grow their competencies and attitudes.
The Benefits of 360 Degree Feedback
It Increases Self-Awareness.
It Builds Confidence and Boosts Morale.
It Creates a Culture of Openness.
It Empowers Leaders and Employees.
It Reduces Leader and Employee Turnover.
It Increases Accountability.
It's the Launching Point for Effective Professional Development.
Bibliography
360 Degree Feedback
360 Degree Feedback: The good, The Bad and The Ugly
Benefits of 360 Degree Feedback