360GradBewertungen

360GradBewertungen, commonly referred to as 360-degree feedback, describe a performance assessment method in which an individual's competencies and behavior are evaluated from multiple perspectives around the person. Typical sources include direct supervisors, peers, subordinates, and self-assessment; in some approaches, customers or external stakeholders participate as well. The results are usually anonymized and aggregated to minimize individual bias, with the primary aim of development rather than punitive appraisal.

Process and content: The process relies on structured questionnaires or rating scales aligned to a competency framework. After data collection, feedback is synthesized into a report and discussed in a facilitated session, often with coaching support. The focus is on concrete behaviors and development actions, helping the individual understand strengths, blind spots, and goals for improvement.

Benefits and limitations: Benefits include a broader view of performance, increased self-awareness, and more targeted development plans. They also support talent development, leadership cultivation, and team alignment. Limitations arise from potential rater biases, halo effects, and the risk that feedback is not acted upon if there is insufficient follow-up. Success depends on careful design, clear objectives, skilled facilitation, and a culture that values feedback.

Implementation and compliance: Implementation requires secure buy-in from leadership, clear definition of competencies, and a plan for who participates. In Germany and the EU, GDPR-compliant data handling, explicit consent, and transparent communication about purpose and retention are essential. Effective use pairs feedback with coaching, goal setting, and development tracking within a broader performance-management framework.