Run successful 360-degree feedback projects
Help your employees identify their value and improve performance to support your business
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What is 360-degree feedback?
360-degree feedback assessment, also known as a 360-degree assessment, is a holistic performance review mechanism. 360-degree performance appraisal stands apart from conventional performance appraisal systems because of its multi-rater approach. Feedback is collected from peers, superiors, and subordinates to identify employee potential and skill gaps and chalk out development plans accordingly.
Use people analytics for informed decision-making
Mercer | Mettl’s 360-degree appraisal assessments are customizable and help you get the most out of your talent strategy.
Reskilling and upskilling
360-degree appraisal to identify an employee's gaps in skills and personality traits as perceived by other stakeholders.
High-potential identification
Identify your most valuable employees who possess extraordinary intellect, agility and leadership
Performance appraisal
Gain a holistic and objective perspective on employees with 360-degree performance appraisal.
Succession planning
Utilize 360-degree evaluation to underline the organization's competency levels, identify potential and plan successors.
Training needs identification
Identify skills and personality traits that your workforce can develop for increased performance
Leadership development
Equip your top leaders to help them lead efficiently and drive better business outcomes
Insightful and intuitive reports
Identify gaps in perception across the self, superiors, peers and subordinates with employee feedback.
Personalized development plan
Detailed reports with competency summary
Customizations based on your needs
Interactive platform
24/7 client support
Providing a clear roadmap for professional development
High completion rates
Auto-saved device agnostic assessments with auto-generated email reminders
Great user experience
Immersive and easy-to-use interface to track project status
Personalized surveys
Wide range of custom-built survey templates for different job roles and levels
Immersive insights
Unique insights based on the Johari window to enable objective people decisions
Actionable & custom reports
Personalized reports available in 12+ languages with individual development plans for each employee
Here is a sneak peek of our detailed customizable reports
Our customers
Related products and solutions
Frequently Asked Questions (FAQs)
1 How does a 360-degree feedback system work?
360-degree feedback works by gathering ratings from multiple stakeholders associated with the feedback recipient. A set of survey statements or questions are shared among raters to evaluate the candidates using a 360-degree appraisal of competencies relevant to their job roles and positions. 360 peer review helps measure behavioral skills, interpersonal skills, domain knowledge, and morUse 360-degree appraisal to solve all your feedback needs.
2 What are the advantages of 360-degree feedback software?
360-degree feedback software offers a well-rounded perspective on an employee's performance, reduces biases, identifies training needs, fosters learning, and enhances overall efficiency in performance management. Advantages of 360-degree evaluation also include:
- Holistic evaluation: 360-degree feedback provides a well-rounded evaluation of an individual's performance by involving various perspectives. This comprehensive approach gives a more accurate picture of an individual's strengths, weaknesses, and contributions.
- Bias reduction: 360-degree performance appraisal helps mitigate biases by incorporating viewpoints from different sources. This can lead to a fairer and more objective assessment, as the collective input tends to balance out individual biases.
- Training needs identification: By involving multiple perspectives, 360-degree feedback can help identify areas where an employee might require additional training or development and address specific skill gaps, leading to professional growth and improved performance.
- Focus on learning and development: 360-degree feedback shifts the focus from mere performance evaluation to fostering learning and development. This approach encourages employees to view feedback as an opportunity to enhance their skills and advance in their careers.
3 How is a 360-degree performance evaluation used?
360-degree performance evaluation or 360 feedback is a developmental tool used in holistic professional assessment. It is rolled out in the form of a survey where feedback-givers rate the feedback-seekers. These ratings are based on parameters related to relevant skills, competencies and behaviors. Results from the survey help create insightful reports covering individuals' hidden strengths, developmental areas, blind spots, etc.
4 What does a 360-degree performance evaluation measure?
A 360-degree evaluation survey collects responses from multiple perspectives. It helps measure:
- Professional skills and competencies: The survey assesses the employee's job-related skills and abilities, ensuring they meet the requirements of their role.
- Behavioral traits necessary to perform in a role: A 360-degree feedback system evaluates the employee's behavioral qualities, such as adaptability, initiative, and problem-solving, which contribute to effective job performance.
- Perceptions about the employee: The survey gathers insights into how the employee is perceived by colleagues, supervisors, and other stakeholders.
- Subjective areas like leadership qualities, ability to work in a team, and communication effectiveness: The 360-degree feedback system examines qualities that might be harder to quantify, like the employee's leadership potential, teamwork skills, and how well they communicate.
- Performance of the employee in specific work scenarios and roles: 360 feedback assesses the employee's performance in various situations and roles they might encounter, offering a well-rounded understanding of their capabilities.
5 What is the purpose of a 360-evaluation system?
The purpose of a 360-evaluation system is to ensure an all-round evaluation of an individual. The process guarantees this holistic approach by gathering inputs from a variety of sources who are professionally associated with the feedback-seeker. Supervisors, direct reports, peers, and external sources, such as clients participate in such a review. Together, it culminates into an unbiased, 360-degree analysis.
6 What is the 360-degree evaluation process?
The 360-degree performance process unfolds in three core stages. First, it is designed using a set of competencies and templates relevant to an organization's objectives. The organization then selects a platform to execute the survey and track its progress. Finally, the responses are collected and analyzeThe latter helps formulate extensive developmental plans for the survey-seekers.
7 Why is 360-degree performance appraisal important?
A 360-degree performance appraisal is vital when organizations need to adopt a holistic approach for performance review, training needs identification, succession planning, leadership development, etThe process offers all-around insights by encouraging ratings from several sources, including managers, subordinates, colleagues, clients, business associates, etIt is also important for identifying hidden strengths and blind spots in employee performance and behavior. A 360-degree performance appraisal method helps organizations anonymously evaluate an employee's performance and provide feedback from various perspectives.
