360 Degree Feedback - View of HR/L&D Professionals Wanted

Dear Distinguished HR/L&D Colleagues

I hope you're all well!

My final year dissertation for my masters in Human Resources is on 360 degree feedback and I'm looking to incorporate the knowledge and experience of HR professionals into my research.
I would be Every grateful if you could take the time to complete a short survey. You MUST have been part of a 360 degree process - not a rater or recipient of feedback but in the HR role (I know what this means can vary somewhat between organisations but that's good).
Please go here to complete the survey: https://www.surveymonkey.com/s/360HRLD
It won't take more than 5-8 minutes. Please feel free to pass onto your HR colleagues.
Do let me know if you're interested in my findings. I'm taking a 'systems view' of 360 degree feedback and HR's role within it.
Debbie x
  • Mike Morrison

    | 4176 Posts

    Chartered Fellow

    30 Sep, 2014 10:18

    Done.. BUT

    360 needs to be led in the context of a certain purpose and reason. Therfore the answers in the survey could be meaningless.

    at no point did you ask for the real goal of doing 360.. it almost seems an end in itself the way the questions were positioned.


    360s can be very powerful.. or very damaging

    personally I do not believe they work well for annual appraisals - doiing the same thing year after year leads to "system" and not growth - but as part of a development program they can be really useful


    the culture of the org will drive the comments and feedback - rarely the other way around! 

  • Harvey Bennett

    | 1605 Posts

    Chartered Fellow

    1 Oct, 2014 11:54

    Hi Debbie,

    I echo most of Mike's comments. However, you'll see from my Survey Monkey comments that I believe that 360 can have a role in annual appraisal in a specific area.

    My company provides 360 feedback services for Hospital Consultants and Specialists in the NHS and overseas. In the UK, 360 is one key element in the 5 yearly cycle for doctors to be re-licenced as 'fit to practise medicine', with feedback being collected from professional and administrative colleagues as well as patients. They see, or experience, the day-to-day performance of a doctor.

    This 'Revalidation' process has two elements:

    1. Professional Development, and

    2. Performance Monitoring (along with all the other evidentiary reports showing professional competence).

    The feedback report is used in many NHS Trusts to inform the annual appraisal discussions, and that seems to me to be an appropriate usage of 360. The availability of the report for the appraiser is part of the ground-rules of 360. It complements annual appraisal, but it does not replace it.

    Personally, I believe that in commercial organisations a similar approach to using 360 in this way will have much benefit.

    What do others Community members think?


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