360-degree feedback (also called multi-rater feedback) is a process that is widely used to help people improve their work performance by gaining a better understanding of their strengths and challenges. The process utilizes confidential, anonymous feedback from the people who work around an individual, as well as self-ratings of performance on factors. The results of 360-degree feedback can help individuals to:
- Gain insight into personal performance, unseen strengths, and opportunities for improvement.
- Clarifies role and improve work relationships.
- Engage in reflection and dialogue.
Easy-360 feedback surveys are a useful development tool for managers and leaders in any organization. The feedback can even help non-managers be more productive in their current roles and help them develop an understanding of the competencies which should be their focus in order to move into management roles. It is important, however, to recognize that 360-degree feedback is not a way to measure employee performance objectives or basic job skills.
In an Easy-360 survey, the feedback recipient and a group of other raters answer specific questions about the recipient’s performance. These raters are chosen from those who work day-to-day with the recipient, typically supervisors, direct reports, peers, and others (e.g., clients, customers, etc.). The Easy 360 feedback system tabulates the results for each factor in our competency model and presents them in a format that helps the feedback recipient better understand his or her performance.
Easy-360 feedback gives insight to a recipient about areas they didn’t realize were strengths, as well as areas they already knew were strengths. Confidence increases as the recipient is made aware of how others view their performance. It is also important that the recipient is made aware of opportunities for improvement as they see their competencies from the perspective of others. Easy-360 feedback can also encourage dialogue about performance that leads to improved working relationships and increased accountability.
Further details about the Easy-360 competency model and survey process will be discussed in future posts.