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Six points to consider before implementing 360 degree feedback

by , 28 July 2014
There are various ways you can assess employee performance.

One of these is 360 degree feedback.

With 360 degree feedback, you get different views about your employee's performance from co-workers who are affected by it and who are in the best position to give you feedback. This can strengthen your performance management efforts.

If you want to get the most from implementing 360 degree feedback, make sure you consider these six points.

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Six considerations about 360 degree feedback

The Practical Guide to Human Resources Management says consider the following elements to make sure you're ready for the implementation of 360 degree feedback:

#1: Integration of 360 degree feedback into your organisation's leadership strategy. This will provide a high-level platform for the process.

#2: A high level of trust between managers and employees in your organisational culture.

#3: Buy-in and commitment prior to the implementation of the 360 degree process.

#4: Communication about the technique, the benefits and the challenges of the process.

#5: Training for all participants.

#6: Adaptation of reward and recognition systems to maximise the value of the feedback.

If you take all these points into account before you implement 360 degree feedback, you'll have no problem reaping benefits such as:

  • Using the information from the 360 degree feedback process to assess your employee's value to the organisation.
  • Identifying under-utilised individual strengths. (You'll be able to draw on these to increase productivity in your company.)
  • Recognising poor or under-developed skills. (This will help you avoid counting on these weak or inappropriate skills.)
  • Making succession planning and career development more accurate and meaningful.


There you have it. If you want to implement the 360 degree feedback effectively, consider these six points. They'll go a long way towards strengthening your performance management efforts.


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