What is 360 degree management?


What is 360 degree management

360 management

360 degree management consists of a methodology that aims to promote the panoramic vision of a company.

This approach contributes, for example, to each employee, regardless of their hierarchical position, understanding how their individual performance contributes to the results of the company in a general way.

What is 360 degree management?

360-degree management is a technique that allows you to obtain a global vision of the company. 

With this methodology it is possible to more clearly identify all the positive and negative points of a business, and how much each of them impacts on the evolution of the company.

In addition, 360-degree management makes it easier for employees to understand how much their individual roles influence the overall result obtained by the company.

What are the benefits of 360 degree management?

In addition to giving a real, broad and precise vision of the entire company, 360-degree management is beneficial for businesses, as it helps to:

  • make more assertive decisions, based on facts;
  • continuously optimize and improve processes;
  • make better use of human capital;
  • increase team commitment;
  • identify the need for a training and improvement plan;
  • monitor the evolution of careers;
  • conduct professional analysis in a neutral manner;
  • increase the efficiency of individual employees and teams;
  • raise awareness about the importance of each one for the success of the company.

How is the 360 ​​degree evaluation done?

The 360 ​​evaluation model consists of the analysis of the performance of a collaborator, carried out by all those who have a direct relationship with his function and by himself.

In other words, regardless of the hierarchical position, the collaborator is evaluated by his work colleagues, leaders, superiors, among others.

It is important to note that this evaluation is confidential, since the official has access only to its result, without knowing who was the author of that analysis. This guarantees impartiality in the process and eliminates any type of risk of subsequent indisposition among the participants.

Sample questions for a 360 degree evaluation

The 360 ​​degree evaluation can be divided into three different moments:

  • Self- evaluation: the professional evaluates himself.
  • Manager evaluation: evaluation carried out by your immediate leader.
  • Peer evaluation: evaluation carried out by direct work colleagues and other managers.

The questions must be elaborated in such a way that they allow answers with terms such as “never”, “sometimes”, “always”, “little”, “a lot”, for example:

  • Does the official in question relate well to his colleagues on the team?
  • Does the collaborator have ethical behavior?
  • Is the professional willing to help his team?

What is the importance of 360 degree evaluation?

The 360-degree evaluation model is important to give the employee a real awareness of the influence that their work and attitude have on the day-to-day of their colleagues and, consequently, how much it impacts the results of the company.

Thus, he has the opportunity to know which points of his performance should be improved and also those that stand out positively. All of this contributes to his personal and professional growth.

How to give 360 ​​degree feedback?

One of the first steps to give 360-degree feedback is to make the objective of that action clear to those involved.

It is also essential to emphasize that all evaluations are confidential and that their goal is to identify points that can help the growth of all and, as a consequence, of the company.

So, to give 360-degree feedback it is recommended:

  • guide employees on the importance of taking this process maturely;
  • prepare managers and those in high positions, because they can be criticized and must face it;
  • give a direct feedback on the evaluation, guaranteeing that the professional who is receiving it can take the indicated perceptions in the most appropriate way;
  • give an opportunity for the collaborator to express himself on the result of his evaluation.

Also read: What is an internal customer and how to improve their satisfaction?

What mistakes to avoid when giving 360 feedback?

There are several points that should be avoided when using a 360-degree management model, especially when giving 360 feedback.

Among the most important are:

  • highlight only the negative points of the evaluation;
  • embarrass, in any way, the employee who is being evaluated;
  • allow any type of personal attack in the evaluations;
  • make rash decisions based on the answers given by the evaluators.

What is necessary to apply a 360 degree management?

To apply 360 degree management in your company, it is recommended that you start by dividing the strategy into parts, such as:

  • Prepare the action plan : identifying for what reasons that methodology is being used and what is expected to be achieved with that approach.
  • Create the evaluations : set up forms that allow an honest, precise, respectful, concise and impartial evaluation, from which positive and negative points can be extracted, without offending the collaborator.
  • Analyze the results : evaluate all the perceptions obtained through the forms and gather them in a clear and profitable presentation for the collaborator.
  • Give feedback : give the collaborator the impressions collected about him with the strategy, considering the points mentioned above about the feedback, especially in cases of negative feedback.
  • Apply the results : use the results obtained as a basis for decision-making, process improvement, professional training, among other possibilities.