Multi-Source Assessment

Companies that once used 360-degree feedback only for their most senior and/or high potential managers are starting to apply it throughout their workforce. This surge of interest in 360-degree feedback is partly due to the increased use of teams within the business world. In many cases, fellow team members often know more about each other's day-to-day performance than does one's boss.

The trend towards 360-degree feedback is also a backlash against earlier management trends that rewarded people strictly for meeting financial goals. Progressive organizations today realize that "how" one does their job is equally, if not more important, than achieving objectives "at any cost." In fact, the latter approach can often be highly detrimental to an organization as it may create a negative impression which can have a long-lasting negative impact on future and sustained organizational success.

Implemented with care and training, 360-degree feedback is an excellent addition to your performance management system. Implemented haphazardly because it's the current "flavour" in organizations or because "everyone else is doing it," the 360-degree feedback process may create a disaster from which it often takes an organization months, and possibly years, to recover.

Research indicates that when an individual receives feedback from more than one source, it is much more likely to be taken seriously. Through the 360-degree feedback process, feedback receivers are provided with the invaluable opportunity to receive performance feedback from a variety of individuals they work with on a regular basis, including supervisors, peers, direct reports (if applicable), co-workers, and customers.

The following are our recommended steps that ensure a successful 360-degree feedback implementation process. Please remember this is simply an overall guide to the process; modifications can be made when and where required based on your particular orgnization's reality and needs.

Step 1: Review your organization's competencies

Step 2: Assist the organization with strategic policy issues and decisions related to the 360-degree process

Step 3: Conduct an introductory 360-degree feedback workshop for Feedback Receivers

Step 4: Conduct an introductory 360-degree feedback workshop for Feedback Providers

Step 5: (Optional) Conduct an introductory 360-degree feedback workshop for Managers of Feedback Receivers

Step 6: Implement the 360-degree feedback collection process

Step 7: Conduct the Understanding Your 360-Degree Feedback Report workshop for Feedback Receivers

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