360도 피드백
정의
Comprehensive 360-degree feedback platforms that collect anonymous feedback from multiple sources including managers, peers, direct reports, and self-assessment to provide holistic performance insights and identify development areas.
수익 모델
Pricing ranges from $30-100 per review cycle per participant, or annual subscriptions of $8-20 per employee with unlimited reviews. Additional revenue from custom report templates, facilitation services, and integration fees.
핵심 성과 지표
주요 플레이어
Qualtrics, SurveyMonkey, Culture Amp, 피플펄스
자주 묻는 질문
What is 360-degree feedback?
360-degree feedback is a multi-rater assessment where employees receive anonymous performance feedback from managers, peers, direct reports, and sometimes external stakeholders, providing a comprehensive view of performance and behaviors.
How often should 360 feedback be conducted?
Most organizations conduct 360 reviews annually or bi-annually. More frequent reviews can lead to survey fatigue, while less frequent reviews miss opportunities for timely development. The frequency should match your development cycle and organizational capacity.
How do you ensure anonymity in 360 feedback?
Platforms ensure anonymity through minimum rater thresholds (typically 3-5 responses per category), aggregating responses, removing identifying information, and using secure systems. Managers receive combined feedback rather than individual responses.
Should 360 feedback be used for performance evaluation or development?
Best practice is to use 360 feedback primarily for development rather than performance evaluation. When used for evaluation, it can reduce honesty and create gaming behaviors. Development-focused feedback encourages open, constructive input.
What competencies should be included in a 360 review?
Common competencies include leadership, communication, collaboration, problem-solving, accountability, and role-specific skills. Choose 8-12 competencies aligned with organizational values and relevant to the employee's role and level.
How do you create effective action plans from 360 feedback?
Effective action plans identify 2-3 priority development areas, set specific behavioral goals, outline concrete actions and resources needed, establish timelines, and include regular check-ins with managers or coaches to track progress.
What are common challenges with 360 feedback implementation?
Common challenges include ensuring confidentiality, managing survey fatigue, getting quality feedback rather than generic responses, preventing retaliation, ensuring adequate response rates, and translating feedback into meaningful development actions.