A very thorough article on the origins, benefits, and process of 360 feedback can be found on Armando Justo’s blog.
If you are a little short of time, I have drawn forward the four findings of what makes 360 feedback successful:
2) Eliminate biases by selecting raters that are familiar with the employee
3) Ensure a shared understanding of rating standards and criteria to prevent confusion among raters and prevent error. Raters should receive preparatory training to ensure a proper understanding of competencies, rating criteria and typical rating errors
4) Support employees during and after the process with coaching or mentoring activities to facilitate full understanding of the process, deal with strong emotions that may occur, and prioritize learning actions.
1,2, and 4 are part of our standard 360 degree feedback process.
Item 3 is something that we handle partly through communication but this article has highlighted a personal concern that too often the rating standards of participants are not consistent. We don’t use averages too often (partly for this reason) but even so we will be looking at our processes, reporting structures, and communications to pick this item up more thoroughly and increase the accuracy of our feedback processes. Great blog post – useful learning points.