360 Feedback
360 Feedback, also known as multi-source feedback, is a professional development tool where employees receive feedback about their work performance from multiple people around them - their manager, peers, direct reports, and sometimes even customers. Think of it like getting a complete view of someone's work style from all angles (360 degrees). It's different from traditional performance reviews because it doesn't just rely on a manager's opinion. Companies use this approach to help employees understand their strengths and areas for improvement from different perspectives.
Examples in Resumes
Implemented 360 Feedback program for leadership development of 50+ managers
Designed and conducted 360-Degree Feedback assessments for executive team
Used 360 Degree Review process to improve team communication and performance
Led 360-Degree Assessment initiatives across multiple departments
Typical job title: "HR Managers"
Also try searching for:
Where to Find HR Managers
Professional Organizations
Online Communities
Job Boards
Example Interview Questions
Senior Level Questions
Q: How would you implement a 360 feedback program in a company that's never used it before?
Expected Answer: A strong answer should cover creating buy-in from leadership, designing the feedback process, ensuring confidentiality, training participants, and having a clear plan for using the feedback constructively.
Q: How do you handle resistance to 360 feedback programs?
Expected Answer: Should discuss communication strategies, demonstrating value through pilot programs, addressing privacy concerns, and showing how the feedback leads to actual development opportunities.
Mid Level Questions
Q: What are the key components of a successful 360 feedback questionnaire?
Expected Answer: Should mention balanced questions covering different competencies, clear rating scales, space for written comments, and ensuring questions are relevant to the person's role.
Q: How do you ensure confidentiality in a 360 feedback process?
Expected Answer: Should explain using minimum group sizes for reporting, anonymous feedback collection, secure data handling, and clear communication about privacy measures.
Junior Level Questions
Q: What is the purpose of 360 degree feedback?
Expected Answer: Should explain that it provides comprehensive feedback from multiple perspectives to help employees understand their impact on others and identify areas for development.
Q: Who typically participates in a 360 feedback process?
Expected Answer: Should list managers, peers, direct reports, and sometimes external stakeholders like customers, explaining why each perspective is valuable.
Experience Level Indicators
Junior (0-2 years)
- Understanding of basic feedback principles
- Ability to explain 360 process to participants
- Basic data collection and organization
- Maintaining confidentiality
Mid (2-5 years)
- Design of feedback questionnaires
- Implementation of feedback programs
- Analysis of feedback data
- Facilitating feedback sessions
Senior (5+ years)
- Strategic program design
- Managing large-scale feedback initiatives
- Integration with development programs
- Training and coaching others
Red Flags to Watch For
- No understanding of confidentiality importance
- Inability to explain how to handle sensitive feedback
- Lack of experience with feedback tools or systems
- Poor communication skills
- No experience in facilitating development conversations
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