Methods of a 360 degree feedback assessment
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The 360-degree feedback method is a special survey method.
Instead of inviting an entire group of participants to give feedback, as in normal surveys, in 360-degree feedback the participants are divided into groups and compared in the presentation of the results.
In the case of 360-degree feedback, it is the self-presentation of the person being assessed + 1-3 other groups of participants (perspectives) who provide an assessment of the person being assessed.
This gives the person being assessed “360 degree feedback” on their person.
360-degree feedback is used in the area of personnel development. The method is mainly used with managers or team leaders, but is also used with top management or employees.
Its use is initiated by the management and implemented by the HR department.
The method can be freely offered and made available to every manager or the implementation can be made “binding” for all managers by the management.
In most cases, 360-degree feedback is also carried out anonymously so that participants can “openly” express their opinions without having to fear negative consequences.
Nevertheless, there are situations in which the feedback should be given non-anonymously so that the participants can discuss the results afterwards.
For this reason, personalized participation is also possible.
In general, a 360-degree feedback survey can use various methods to collect comprehensive feedback on a person’s performance and behavior.
Here are the main methods used in such a survey:
- Method: Questionnaires
- Method: Interviews
- Method: Online tools and software
- Method: Self-assessment
- Method: Observations
- Method: Workshops and focus groups
- Method: Combined methods
- Method: Automated analysis tools
1st method: Survey
- Structured questionnaires: Standardized questionnaires with defined questions and answer scales (e.g. Likert scales) that are distributed to all feedback providers.
- Customized questionnaires: Specific questions that are tailored to the respective role and relationship of the feedback provider to the respondent.
2nd method: Interviews
- Individual interviews: In-depth interviews with individual feedback providers to obtain more detailed and nuanced feedback.
- Group interviews: Moderated group discussions in which multiple feedback providers can share and discuss their views.
3rd method: Online Tools and Software
- Feedback platforms: Specialized software such as easyfeedback that support the entire feedback process from survey to evaluation.
- Anonymous feedback tools: Systems that guarantee anonymity in order to promote honest feedback.
4th method: Self-assessment
- Self-assessment questionnaires: Questionnaires filled out by the assessed person to compare their own views with those of others.
- Reflection reports: Detailed reports in which the assessed person records their self-assessments and reflections on the competencies and behaviors assessed.
5. method: Observations
- Direct observations: Observations of the appraisee’s work by supervisors or external observers that are systematically documented.
- Behavioral observations: Specific observations of behaviors in various situations to obtain a more comprehensive picture.
6. method: Workshops and focus groups
- Feedback workshops: Workshops in which feedback givers and recipients work together to analyze and interpret the results.
- Focus groups: Moderated group sessions to collect joint feedback on specific topics or behaviors.
7th method: Combined methods
Mixed methods approach: Combination of different methods (e.g. questionnaires, interviews, observations) in order to obtain as comprehensive and valid a picture as possible.
Triangulation: Use of multiple data sources and methods to increase the accuracy and reliability of the results.
8th method: Automated analysis tools
- Text analysis software: Tools that analyze open text responses and identify patterns or common themes.
- Data visualization: Software that visualizes results to make patterns and trends easier to identify.
By using these different methods, a 360-degree feedback process can provide both quantitative and qualitative feedback that enables a comprehensive and differentiated insight into the performance and development opportunities of the person being assessed.
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