Difference between revisions of "360 Degree Feedback"
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| − | {{Term|360 DEGREE FEEDBACK|[[Feedback Feedback]] provided by '''subordinates, peers, and supervisors''', including also a '''self-assessment''' and, sometimes, feedback from customers and suppliers. 360 degree feedback is also known as "multi-rater feedback," "multisource feedback," or "multisource assessment", since it comes from all the people working with the employee. "360" is related to the '''360 degrees in a circle''': the person to be evaluated stays figuratively in the center of it. | + | {{Term|360 DEGREE FEEDBACK|[[Feedback|Feedback]] provided by '''subordinates, peers, and supervisors''', including also a '''self-assessment''' and, sometimes, feedback from customers and suppliers. 360 degree feedback is also known as "multi-rater feedback," "multisource feedback," or "multisource assessment", since it comes from all the people working with the employee. "360" is related to the '''360 degrees in a circle''': the person to be evaluated stays figuratively in the center of it. |
The person receiving the feedback often uses the results from 360 degree feedback to plan his/her training and development. Some organizations also make administrative decisions, such as pay or promotion, starting from this kind of feedback. <ref> [http://en.wikipedia.org/wiki/360-degree_feedback Wikipedia] (25 May 2009) </ref>}} | The person receiving the feedback often uses the results from 360 degree feedback to plan his/her training and development. Some organizations also make administrative decisions, such as pay or promotion, starting from this kind of feedback. <ref> [http://en.wikipedia.org/wiki/360-degree_feedback Wikipedia] (25 May 2009) </ref>}} | ||
Revision as of 14:13, 25 May 2009
 360 DEGREE FEEDBACK |
| Feedback provided by subordinates, peers, and supervisors, including also a self-assessment and, sometimes, feedback from customers and suppliers. 360 degree feedback is also known as "multi-rater feedback," "multisource feedback," or "multisource assessment", since it comes from all the people working with the employee. "360" is related to the 360 degrees in a circle: the person to be evaluated stays figuratively in the center of it. The person receiving the feedback often uses the results from 360 degree feedback to plan his/her training and development. Some organizations also make administrative decisions, such as pay or promotion, starting from this kind of feedback. [1] |