While asking or receiving feedback the first question that crosses one's mind is: what is the ultimate goal of 360-degree feedback system? Let us think about this later. First let us consider a situation where a superior has a dislike for a talented employee, and he gives a negative feedback for that employee. It creates a negative impact in two fold ways. It not only affects the employee morale, but the productivity of the employee has changed as well and the organization, on the whole, suffers too. And there are times when the superior hardly interacts with the employee. The ultimate goal of any feedback system is to get clear feedback. In a traditional feedback model, feedback is sought from an employee's immediate superior. The feedback one person could be prejudicial as well as incomplete. So the ultimate goal of a 360-degree feedback system is to get a clear and direct feedback that could later be used for a self-developmental purpose.
The best way to avoid situations like the one mentioned above from arising is to incorporate a 360 degree feedback system in the company. 360 degree feedback system is better than the traditional feedback systems in many ways. In this system, an employee gets a feedback from not just the superior but also from all other parties like peers, direct reports and sometimes outside parties like suppliers and clients as well. This makes the feedback process more rounded and hence it is also known as full circle comments.
The first and the foremost benefit of a 360 - degree feedback system lies in its feature of getting feedback from multiple sources which is why it is also known as multi source feedback. The person who is giving his feedback is known as a rater, and since multiple raters are providing their feedback, this process is also popularly known as multi rater feedback.
360-degree feedback system scores over traditional feedback system in many other ways. While traditional feedback process can result in prejudiced findings, 360-degree feedback almost always manages to get a balanced and impartial all round view of an employee and his behavior traits.
Another benefit that a 360 degree feedback system can provide is its anonymity. Unlike traditional feedback process where the boss or superior reviews the employee usually in a face to face encounter, a 360 degree feedback offers anonymity as a result of which all the parties can examine the concerned person without facing any awkward situation.
Multi rater feedback if done online can prove to be very beneficial. The assessment can be done very fast and the 360 degree feedback process becomes very flexible. As a result, it becomes very easy for the raters to give feedback and all the administrative hassles are removed.
Online 360 degree feedback online system has the potential to change the method of giving and getting feedback. The ultimate aim to achieve the results in an easy, direct, anonymous, and fast way was to fulfill the online systems. Companies should incorporate 360 degree feedback online systems in their existing strategy to satisfy the goal of achieving honest feedback and later using this feedback for charting future developmental plans.
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