360GradFeedbackVerfahren

360-degree feedback is a performance appraisal method designed to provide a holistic view of an individual's workplace behavior and performance. It gathers assessments from multiple sources—typically the person themselves, their supervisor, peers, direct reports, and sometimes customers or other stakeholders—aiming to reduce bias associated with a single evaluator.

Participants rate or comment on a defined set of competencies or behaviors, often using standardized questionnaires and rating scales, supplemented by qualitative comments. The data are aggregated and summarized into a feedback report that highlights strengths, development areas, and observed behavioral patterns. The process usually includes a feedback meeting and an action plan for development, with follow-up assessments to monitor progress.

Benefits include a broader perspective, increased self-awareness, and alignment with organizational competencies and goals. It can support leadership development, team collaboration, and performance improvement. Challenges include potential biases in sources, limitations of anonymous feedback, the risk of information overload, and the need for skilled interpretation and coaching to convert data into development actions. Reliability depends on multiple valid sources and sufficient response rates.

Implementation considerations: clear purpose, trusted confidentiality, robust design of questionnaires, training for both feedback providers and recipients, and supportive management culture. It is used for development rather than punitive evaluation in many organizations, though some use it for performance review. Variants exist, such as 360-degree feedback with peers only or with external stakeholders, and online tools increasingly automate data collection and reporting.