Is 360 feedback anonymous?

Yes, anonymity is crucial to ensure honest and constructive feedback without fear of retaliation.

How often should it be conducted?

Typically once a year, or every 6 months for developmental purposes.

Who typically gives feedback in a 360 review?

Feedback is gathered from managers, direct reports, peers, and sometimes even clients or vendors.

Can 360 feedback be used for salary hikes?

It is generally recommended for development rather than direct compensation decisions to maintain honesty in feedback.

What if someone gives biased negative feedback?

Most systems have 'outlier' detection or require a minimum number of reviewers to balance individual biases.

How many reviewers are ideal for a 360 review?

Usually 8-12 reviewers provide a balanced view without overwhelming the process.

Should the employee choose their own reviewers?

A mix is best—the employee suggests names, and the manager approves or adds others to ensure a fair assessment.

Is 360 feedback effective for remote teams?

Extremely. It bridges the visibility gap that managers might have when working remotely.

What are common pitfalls of 360 feedback?

Vague questions, lack of follow-up action, and 'feedback fatigue' if the process is too long.

How should the feedback session be handled?

It should be a positive, forward-looking conversation focused on growth and training opportunities .

Performance Management

360-Degree Feedback

360-degree feedback is a performance review process where an employee receives confidential, anonymous feedback from the people who work around them. This typically includes the employee's manager, peers, and direct reports.

Key Takeaways

Provides a holistic view of performance.
Identifies blind spots in leadership and soft skills.
Encourages a culture of open communication.
Used for development rather than just appraisal scoring.

Expert Profile

Fraizel Yohannan

HR Lead @ Kiework

Expert Insight

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Fraizel Yohannan

HR Lead @ Kiework

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