How does 360 degree
feedback compare to other organisational interventions?
360 degree
feedback fits neatly into a number of areas of staff appraisal and development -
it does not replace any of them but it does add a new dimension to each of them:
Assessment and Development
360 degree
feedback is normally structured around defined competency frameworks so it
provides a clear focus to the assessment and identification of development.
Employee Surveys
The wider
involvement and consultation used for individual 360 degree feedback draws on
the principles of wider involvement and consultation evident in employee
attitude and opinion surveys, but with a focus on individual performance rather
than organisational culture and climate.
Performance Appraisals
360 degree
feedback builds on the principle of regular feedback on performance evident in
performance appraisals, but because a wider range of people are involved can be
seen as fairer and more credible.
Coaching, Counselling and
Career Development Interventions
Fundamental
to 360 degree feedback is the objective of increasing self-awareness, which is
one of the key objectives of coaching, counselling and career development
activities.
Training Needs Assessments
The advantage of 360 degree feedback when
assessing training needs is that it is based on the observations of the real
life behaviour of the individual and is based around a structured competency
framework.
Teamwork and Cultural
Change
The advantage of 360 degree feedback when
assessing training needs is that it is based on the observations of the real
life behaviour of the individual and is based around a structured competency
framework.
Diversity Policy
Even the best diversity policy document cannot make
sure that people's individual behaviour is in line with the desired best
practice. 360 feedback uses real life observation of the individual's behaviour
and assesses it against both the best practice framework and the individual's
self perception.