360-Degree Feedback
A feedback process where employees receive input from supervisors, peers, and subordinates.
Also: 360 feedback · multi-rater assessment
Definition
360-degree feedback is a comprehensive performance assessment method in which an employee receives structured feedback from multiple sources, typically including their direct manager, peers, direct reports, and sometimes external stakeholders like clients. This multi-rater approach provides a holistic view of an employee's behaviors and competencies that a traditional top-down appraisal cannot capture. The feedback is typically used for developmental purposes rather than direct pay decisions.
Example
“After the 360-degree feedback process, the senior manager learned that while her peers rated her collaboration highly, her direct reports felt she was not accessible enough, leading to targeted coaching.”
Usage Examples
- 1
“The team applied 360-degree feedback best practices to improve their performance management outcomes significantly.”
- 2
“Understanding 360-degree feedback is essential for anyone building a career in HR & People.”
When & How to Use
Use '360-Degree Feedback' when working in Performance Management contexts where 360-degree feedback is a comprehensive performance assessment method in which an employee receives structured feedback from multiple sources, typically including their direct manager, peers, direct reports, and sometimes external stakeholders like clients.
- ▸Applying 360-degree feedback principles during a performance management project or initiative
- ▸Explaining 360-degree feedback to a junior team member or stakeholder unfamiliar with HR & People
- ▸Evaluating options or proposals using 360-degree feedback as a decision-making criterion
Etymology & Origin
The term '360-Degree Feedback' derives from professional usage and entered HR & People professional usage as the field formalised in the 20th century.
History & Evolution
The concept of 360-degree feedback has evolved alongside HR & People. Early practitioners relied on informal methods; structured approaches emerged with the professionalisation of performance management in the mid-20th century. Today, 360-degree feedback is a standard part of HR & People practice globally.
Synonyms
- multi-rater feedback
- 360 feedback
- multi-source feedback
- all-round feedback
Antonyms / Opposites
- top-down feedback
- unidirectional feedback