taking the mystery out of 360 feedback


If Feedback is the breakfast of champions than "doing a 360" has become the "Wheaties" of feedback.  As this approach grows in popularity and use, misconceptions and confusion around this process grows. Let's explore a few of the major questions around 360 degree feedback.

 

What is a 360?

360 degree feedback, also known as multi-rater feedback, is any process that solicits feedback from multiple perspectives. It usually involves a survey or interview with supervisors, peers and direct reports. Often other perspectives such as customers, family and strategic partners are also sought out. The process can be as simple as requesting verbal feedback yourself or as complex as purchasing a research validated tool from a vendor.

 

Organizations such as Lominger, PDI and The Hay Group have developed statistically validated survey tools that are backed by extensive research. They have a rich data base of material to use in creating credible feedback reports that connects to specific competencies and development opportunities. The downside is the more precise and valid the tool, the more time and money it involves.

 

Simple approaches to getting 360 feedback take less time and money but may lack specific, actionable feedback. Asking people around you to comment on your behavior provides insights with which to work. This approach also builds rapport and creates an opportunity for ongoing feedback. While it takes less time and money, because the questions haven't been tested and there isn't a database to back up results,  this approach lacks validity and credibility.

 

There are endless variations of 360 degree feedback that fall somewhere in between these extremes. Which is best? That depends on what you are looking for.  

 

How are 360s best used?

 

Before you decide on what kind of 360 to use, you need to ask yourself what you arelooking for and what resources you have. When you are looking for feedback that isextensive and validated, formal 360 feedback surveys which are crafted by a reputable vendor are worth the extra time and money. Some situations that warrant this level of feedback might be when considering a major position or career move, if it's been more than two years since you have received significant feedback, if you sense a lack of trust or you have been informed of a serious blind spot in your competencies.

 

The less formal 360 methods provide a simple way to collect comments and insights from the people around you. Because of the simplicity and ease of these approaches they can be uses more frequently with less impact on time and finances. You may want to employ a simple 360 process when you want to validate progress in your development plan, explore new directions in development or just check in with people so that blind spots don't develop.

 

IMPORTANT - 360 degree feedback processes cannot predict future performance. They are intended as tools for development not as performance validation.

 

If you want to grow, you need to know your starting point; your real self. "Doing a 360" is a great way to create self-awareness by gathering as many perspectives as possible. Build a habit of using an informal 360 feedback approach several times each year will help you keep on track with your development plans. Requesting a formal 360 from a trusted vendor every two to three years can offer more specific feedback from a validated source.  



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