The 360-degree feedback process is used as a development tool. It is a process where employees anonymously submit and receive feedback from their managers and from their colleagues. Managers would get input from those they supervise as well (McCarthy & Garavan, 1999).
The results can help employees and leaders understand their strengths as well as areas for improvement. The feedback received can be beneficial for increasing awareness of others’ subjective experiences. It increases responsibility and accountability for one’s behavior and may foster healthier work relationships.
Though helpful, a disadvantage of 360-degree feedback is cost. Also, suppose the input is given, but nothing seemed to change. In that case, this could be frustrating for employees and lead to decreased motivation and morale. There may also be a significant inconsistency in rating. 360-degree feedback is the subjective experience of different people in which there will be as many opinions as raters.
In coaching, if a client has received 360-degree feedback, this could be used to inform the sessions. As a coach and consultant, helping clients or organizations implement 360-degree feedback into its process improvement and development is also within a coach’s scope of practice.
Reference
McCarthy, A.M., & Garavan, T.N. (1999). Developing self-awareness in the managerial career development process: The value of 360-degree feedback and the MBTI. Journal of European Industrial Training, 23(9), 437-445.
