Multi-Rater 360˚ Feedback

Multi-rater 360˚ is an innovative employee development instrument based on research into how employees, managers, and executives develop through experience on the job.

Most organizations utilize a performance appraisal process that provides single source feedback, most often from an employee’s manager. 360˚ feedback is“multi-source”, enabling an individual to gather feedback/input from a variety of sources that are important in their working relationships, i.e. peers, direct reports, manager, manager’s manager, other line managers, internal customers, external customers, etc. The feedback from this wider group of raters is more rich, more objective and practically useful to an individual. It enables them to determine in what specific areas they need to adjust their behaviours in order to more effectively work with the various rater groups. The raters also benefit by being able to give anonymous feedback to a colleague, which they may be less comfortable giving face-to-face.

The Appraisee also fills out a self-rating that includes the same questions that Rater Groups receive in their questionnaires; this enables them to compare their perceptions and self evaluation to those of their colleagues.

Some of the benefits of receiving 360˚ feedback from others:

Increased self-awareness, by understanding how your behavior is perceived by others, and comparing this perception with your own self-assessment of your own work behavior.
To identify and build upon the strengths that you are currently exhibiting.
To identify priority areas where you might change your behavior in order to improve your work performance and organizational effectiveness.
More focused learning and development activities, and increased individual ownership for self-development.

Feedback is essential in facilitating performance improvement. It informs employees of their actions that create problems for others, and what behavioral changes may be necessary to improve working relationships, team synergy, performance outputs and customer service. Received in a positive, open-minded, non-defensive spirit, 360-feedback can play a major role in employee’s personal and professional growth, and job satisfaction. It can serve as a strong spur for personal development and behavior change.

360˚ feedback from peers and direct reports is frequently the only way that senior executives can get feedback on their performance, as there may just not be anybody else to do it.

The data gathered from 360˚ feedback throughout the organization can be very useful in providing insight into organization-wide behaviors and competency (or the lack thereof), and what development and other interventions may be necessary to address weaknesses.

What are the practical applications of 360˚ feedback?

Employee Self-Insight (for personal management and behavior changes)
Employee Development and Coaching/Counseling
Leadership Development
Learning Needs Analysis
Team Building and Development
Organizational Change Interventions
Career Development
Succession Planning (identification of star performers)
Complementing Performance Appraisals
Customer Feedback

Contact us for further information on how 360° Multi-Rater Competency Assessment can contribute to your evaluation & development initiatives.

See listing of multi-rater instruments.

View 360⁰ Multi-Rater brochure.