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Описание: Ranjeet Kumar Senior Manager Learning & Organisational Development and Co-Author WinningItTogether is explaining the 360-degree feedback, also known as multi-source feedback or 360-degree assessment, is a performance appraisal and development tool that provides individuals with feedback from a variety of sources to gain a well-rounded perspective on their skills, behaviors, and performance. The "360-degree" aspect refers to the fact that feedback is collected from multiple angles, typically including supervisors, peers, subordinates, and sometimes even clients or external stakeholders.

Here's how the process generally works:

Selection of Respondents: The individual who will receive feedback (often referred to as the "ratee") selects a group of respondents who will provide feedback. These respondents typically include supervisors, peers, direct reports (if applicable), and sometimes even clients or external contacts.

Questionnaire or Survey: A questionnaire or survey is developed with a set of questions that evaluate various aspects of the ratee's performance, skills, behaviors, and competencies. The questions are designed to provide a comprehensive view of the individual's strengths and areas for improvement.

Feedback Collection: The selected respondents complete the questionnaire or survey anonymously. They provide ratings and comments based on their observations and interactions with the ratee.

Aggregation and Analysis: Once the feedback is collected, the responses are aggregated and compiled into a report. The feedback may be presented in the form of numerical ratings, written comments, or a combination of both.

Feedback Discussion: The ratee receives the feedback report from a designated facilitator, manager, or coach. The purpose of this discussion is to help the ratee understand the feedback, identify patterns and trends, and create a development plan based on the feedback received.

Development Planning: The ratee, in collaboration with their manager or coach, develops a plan to address areas for improvement and build on strengths. This plan may include setting specific goals, seeking training or development opportunities, and implementing strategies to enhance performance.

Benefits of 360-Degree Feedback:

Comprehensive Perspective: 360-degree feedback provides a broader and more holistic view of an individual's performance and behavior compared to traditional top-down assessments.

Self-awareness: It helps individuals gain insights into their strengths and areas for improvement from different perspectives.

Development Opportunities: The feedback received can guide targeted development efforts and help individuals focus on improving specific skills or behaviors.

Enhanced Communication: The process encourages open and honest communication among team members and can foster a culture of continuous improvement.

Fairness and Objectivity: Multiple perspectives can help balance potential biases and provide a more accurate assessment.

Challenges and Considerations:

Anonymity: Ensuring the anonymity of respondents is crucial to obtaining honest and candid feedback.

Interpretation: Careful interpretation of feedback is necessary, as comments and ratings might vary in tone and emphasis.

Feedback Overload: Receiving feedback from multiple sources can be overwhelming; hence, the feedback discussion and development planning are vital components of the process.

Cultural Sensitivity: Cultural differences can impact how feedback is perceived and understood.

Implementation: Properly implementing and managing the 360-degree feedback process requires planning, communication, and training.

Overall, 360-degree feedback can be a valuable tool for personal and professional growth, but it should be executed thoughtfully and with a clear understanding of its purpose and limitations.





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