360-Degree Analysis: Evaluating Multi-Source Feedback

A 360-degree analysis takes a closer look at role-specific competencies and those critical to success. It is based on the results of 360-degree feedback, allowing external perceptions to be compared with self-perception. The focus varies depending on the responsibilities and seniority of the manager being assessed.

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360-Degree Analysis: Comparing Feedback from Different Perspectives

A 360-degree analysis can reveal the areas in which a manager or emerging leader should or could develop further. To do this, organisations usually compile a relevant competency framework for each area of responsibility in advance, based, for example, on their leadership principles, specific circumstances and objectives.

Competencies assessed among professionals and managers include results orientation, entrepreneurial thinking, communication skills, employee development and customer focus. Based on 360-degree feedback from several groups and individuals, such as employees, line managers, colleagues and customers, the results are analysed against the previously defined criteria. External perceptions and self-perception are compared, and similarities and particularly significant differences are identified to reveal development opportunities.

360-Degree Feedback and Analysis as a Basis for Employee Development

A 360-degree analysis can identify strengths, weaknesses and potential, allowing appropriate employee development measures to be introduced. HR professionals should focus on initiating and supporting individual development processes and devising constructive strategies to strengthen less-developed competencies. Previously untapped talents and abilities, or hidden strengths, should also be identified and developed over the long term. A development plan tailored to the individual manager can be drawn up jointly and used as the basis for gradual progress.

By contrast, measures that the person being assessed—the feedback recipient—could perceive as destructive or controlling are inappropriate.

To achieve lasting results when supporting and developing a manager or emerging leader, it is advisable to repeat the 360-degree feedback regularly.

You can find a questionnaire template for comprehensive 360-degree feedback, as well as other free employee survey templates and examples, here: Employee survey templates

We have also compiled detailed instructions for conducting and analysing 360-degree feedback in our Help Centre.

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