Running 360-Degree Reviews: Process & Pitfalls
360-degree reviews gather feedback from multiple perspectives: managers, peers, and direct reports. Anonymity and using results effectively are critical.
【How 360 reviews work】
Multiple raters (managers, peers, direct reports, cross-functional colleagues) give feedback about the subject.
The primary goal is to surface gaps between self-perception and others' views, prompting awareness and behavior change.
【Ensuring anonymity】
Raters will not be candid if they can be identified.
· Set at least 3 raters per subject (fewer makes attribution obvious)
· Present results in aggregate form that cannot identify individual responses
· WorkVell can hide groups below a response threshold
【Using results】
✓ Development purpose: share with the individual and explore in 1-on-1s
✗ Avoid using directly for pay or demotion decisions (introduces distortions)
【Recommended frequency】
1–2 times per year. Too frequent causes respondent fatigue.
【Mindset for receiving feedback】
· Don't become defensive
· Express gratitude and translate into action
· You don't need to agree with everyone's opinion
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