Rivermate | Product owner - Andrew Simon

Global Work Glossary

How does 360-degree feedback function?

360-degree feedback is also known as multi-rater feedback. It gathers input from various sources like self-evaluation, supervisors, peers, and direct reports. When completed, it offers a holistic view of an employee's performance. This approach is crucial in globally dispersed teams and remote work setups as it provides comprehensive insights. The process typically involves selecting raters from diverse levels and departments, distributing surveys or questionnaires for data collection, and analyzing the compiled feedback for comprehensive reports. Aligning 360-degree feedback with business objectives ensures its effectiveness in driving strategic goals. For remote workforces, 360-degree feedback supports personal and professional development. It also promotes open communication and continuous improvement, and enhances employee engagement and retention. Implementing best practices such as ensuring anonymity, providing training, and integrating feedback results with development plans maximizes its effectiveness. While 360-degree feedback can be part of performance appraisals, it should not be the sole basis for appraisal decisions. It contributes to team development by fostering transparency, trust, and improved collaboration among team members. Challenges of 360-degree feedback include employee resistance, potential biases, overwhelm from excessive feedback, administrative complexity, and legal compliance considerations like confidentiality and data protection. Technology aids in administering 360-degree feedback by easing the data collection, analysis, and reporting through online platforms and software. Leveraging technology also boosts employee engagement and retention by demonstrating organizational investment in growth and development. After receiving feedback, taking action involves discussing results constructively, creating personalized development plans, setting realistic goals, regularly monitoring progress, and fostering continuous dialogue between the employee and feedback providers. This systematic approach ensures meaningful growth and improvement for individuals and organizations alike.

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