What is a 360 Survey feedback survey?

More than ever, organizations recognize the strategic value of their workforce. To this effect, HR departments need tools to help them better gauge employee satisfaction, measure employee performance and to foster the development of competencies and skills that are in line with the organization’s strategic objectives.

Properly planned and executed a 360 feedback survey can have a positive impact on the organization’s performance and work environment. It is a tool that diagnoses and helps improve individual employees’ competencies and skills. Used within a long-term plan, 360 feedback surveys will impact areas such as succession planning and the alignment of objectives throughout the organization.

A recent study states that the use of 360-degree feedback surveys has dramatically accelerated over recent years with more than 90% of Fortune 1000 companies are now using it. (Source: The Economic Value of Competencies: Measuring ROI, by Lyle Spencer and Charles Morrow).

A 360-degree feedback survey is simply a survey about an employee. Selected individuals that interact with the participant, are asked to provide their observations on how he (she) exhibits a number of work-related behaviors. Due to the sensitive nature of the collected feedback, the process must be anonymous and confidentiality rules must be established, known and respected.

Assessors are chosen to represent different categories of people that interact with the participant on a regular basis. Assessors are the hierarchical superior as well as selected peers, all subordinates and self. The process can also include other raters such as clients or partners.

This diversity of perspectives leads to a more balanced, nuanced and objective feedback than what is traditionally gathered from a single source (usually the leader). Additionally, the 360 feedback reveals the gaps that exist between the subject’s own perception and that of others. All this information helps the participant gain self awareness and a better understanding of her (his) impact on the people (s)he works with.

In the end, the objective of a 360 feedback survey is to identify the subject’s strengths and areas that need development. All other benefits for the organization are built on succeeding at this level.