Business Analysis Toolkit

1. As a rule, from 5 to 12 people are polled, while questions range from personal matters to professional competencies. Questions remain the same for all respondents who are asked to grade employee’s competencies. On top of that, the employee receiving such feedback goes through the same procedure, so called self test. Then, rating scales are compared and analyzed.
2. All questionnaires are anonymous. Normally, employees go though such an evaluation procedure to learn more about own strengths and weaknesses. The feedback data offers a comprehensive picture of personnel strong and weak points. This info is used in personal development plans. In other words, HR managers or team leaders get more info on how to better use employees skills and knowledge, as well as what competencies certain employees might lack. Objectivity of the obtained information is guaranteed by a wide range of different people participating in a 360 degree evaluation.
3. The test is used to evaluate employee’s performance. In fact, it is a common practice, but it is rather difficult to perform 360 degree evaluation keeping an atmosphere of trust. Also, this evaluation type often addresses competencies and behaviors rather than job requirements and objectives. Therefore, it requires clear and honest communication, and can be performed as a part of a larger corporate performance evaluation framework.

Learn more about 360 degree feedback.