Self-reflection can be tough, that’s where this 360 feedback guide helps. 360 feedback (also known as multi-source or multi-rater feedback assessment) is the process of gathering other people’s opinions to build a holistic, unbiased view of an individual. 360 feedback shouldn’t be used to judge a teammate’s performance. Rather, it’s a way to help an employee understand how they’re perceived at work. This could be how approachable they are, or if they’re willing to listen to others’ opinions. O,r if their way of working is the most effective it could be. It’s a way for individuals to understand their personal strengths and weaknesses using input from those who work with them the most.

You could ask for 360 feedback from managers, teammates, subordinates, or one-off project peers. External suppliers or partners are also valuable guides of 360 feedback. It gives employees and their managers a more rounded and complete view, highlighting positives or areas for improvement that managers may overlook or miss.

For every positive point made about 360 feedback systems, detractors can offer the downside. The downsides are an important consideration. That’s because it gives you a road map of what to avoid when you implement a 360 feedback process. But luckily we share solutions to the five most common challenges raised when considering 360 feedback as a way to gather insights.

What will you learn in this 360 feedback guide?

Learn how to support your people’s performance and development with a robust and unbiased 360 feedback process.

  • The 7 benefits of 360-degree feedback
  • The 5 challenges of 360 feedback and how to overcome these
  • Tips for running an effective 360 feedback process, including who to ask and when
  • 360 feedback best practice in Perform365

Make 360 feedback part of your performance management processes to reduce bias, support development, and be a great manager. Download your free copy of “Your Practical Guide to 360 Feedback” below.