Multi-rater (360o Degree) Feedback

Multi-rater, or better know as 360^o feedback, has been an established management tool for over 20 years. Individuals receive feedback from their supervisor, peers and direct reports, compared to their data hence the term 360^o. This type of feedback is used in leadership development programs worldwide and within organizations to provide management personnel feedback on how they are doing. Large databases of norms have been accumulated by the larger organizations providing this service. 360^o feedback, while most appropriately and frequently focused on personal development, is often used in performance assessment.

With the evolution of competency based management systems organizations have migrated to customized 360^o’s unique to their specific needs. Online web-based data collection has made this a very convenient way to collect and report feedback.

Competency statements which make up the critical base for a competency based management system have also evolved from general statements of attributes to more specific behavioral statements. This enables observers of the individual being rated to more accurately rate the behavior.

Feedback reports are compiled, printed and presented to the individual. It is critical that some guidance/coaching on how to interpret the data and work through it is provided. Receivers of feedback take responsibility to identify what they should do more utilizing their strengths and identify areas for improvement. A good personal development plan is formulated and usually includes goals to use a person’s strengths as well goals for improvement.

A sample of a 360^o feedback report is available for download.

The Kilgore Group believes that 360^o feedback reports be given to the individual and that person takes responsibility for drafting a development plan and then discuss it with his/her supervisor and agree on the plan of action. The individual’s supervisor is then in a position to support the development effort. Today’s leading organizations are also providing the coaching of key individuals being groomed for higher positions.

When a group of supervisors or managers is being rated, a series of “rollup” reports are generated. These rollup reports combine the results of all managers in a department or division and are presented to the top manager. This document enables the manager to see how the total group of managers is performing and where work needs to be done. The data can also be used to identify training needs for the group.

The Kilgore Group utilizes the latest technology to enable organizations to custom design their 360^o programs to meet very specific needs. One such design is to have a custom 360^o for each of the key positions and/or custom to the individual in that position.

A case in point is a multi-national organization with headquarters in Europe. Headquarters started the program and wanted the state-side organizations to follow suit. A battery of 44 competency statements was being used with three levels in each of the 44. In turn, there were performance indicators for each. A TKG consultant met with the HR manager, the key executive and targeted director to identify the subset of 10 competency statements by level to be used in the assessment. Ratings were done online, reports generated and personalized feedback and development planning followed.

Click here to contact us for more information on getting started with customized 360’s for your organization.