Survey by the 360-degree method

Survey by the 360-degree method

360-degree evaluation, often referred to as “360-degree feedback”, is an excellent tool in the field of personnel management and leadership development. Unlike traditional appraisal methods, where a supervisor or immediate superior evaluates a subordinate’s performance, 360 degrees includes feedback from a wide range of people, including peers, subordinates, supervisors, and even customers. This approach allows you to get a more complete and objective picture of the competencies, behavior and interaction of the employee within the organization.

360 degree survey

What is the 360-degree assessment method?

Definition and main characteristics

The 360-degree evaluation method is a comprehensive approach to evaluating the professional and personal qualities of an employee. A key element is gathering feedback from different groups of people who interact with the appraisee in the work process. The main characteristics of the method include:

  • Multifacetedness: Gathering opinions from multiple sources

  • Anonymity: Ensures openness and honesty of reviews

  • Balance: Helps reduce bias in evaluation

  • Development: Focuses on skill improvement and professional growth

The history of the 360-degree method begins in the 1940s, when US military organizations began using it to evaluate the effectiveness of their officers. Since then, the method has gone a long way of development and adaptation, becoming an important part of corporate training and development programs. In the 1990s, with the rise in popularity of corporate culture and talent management, the 360-degree method became widespread in the business environment. It has become not only an assessment tool, but also a way of forming a feedback culture, which contributes to the creation of a more open and dynamic work environment.

Thus, the 360-degree assessment becomes a key element in the staff development strategy, helping employees to better understand their strengths and areas for growth, as well as contributing to the formation of more effective and collaborative teams.

When you can use the “360 degree” method

Application scenarios in different organizational contexts

The 360-degree method is used in a wide range of situations and organizational contexts, including:

  1. Development of leadership qualities: Ideal for assessing and developing management and leadership skills such as team building, strategic thinking and effective communication.

  2. Training and development programs: In the context of corporate training programs, a 360-degree assessment helps identify areas where employees need additional training or skill development.

  3. The process of professional development: When considering candidates for promotion, 360-degree feedback provides a comprehensive assessment of their professionalism and interaction with other employees.

  4. Team diagnosis: To analyze the dynamics and effectiveness of team work, the method can reveal key areas of cooperation and conflict.

  5. Individual career planning: Used to identify personal strengths and weaknesses, which contributes to a more informed career development.

Examples of successful use of the method in various industries

  1. IT and technologies: Large technology companies use 360-degree assessments to develop project management and teamwork skills among their engineers and developers.

  2. Financial industry: Banks and financial institutions use this method to assess and develop customer-oriented skills among their employees.

  3. Health care: Healthcare facilities are using 360 degrees to improve communication and teamwork skills, which are critical in the healthcare environment.

  4. Education: In universities and educational centers, this method is used to evaluate and develop teaching and research competencies.

  5. Retail and hospitality: In the retail and hospitality sector, the 360-degree method helps to assess and improve service quality and management skills.

These examples demonstrate the versatility and effectiveness of the 360-degree method across industries, highlighting its importance as a tool for improving performance and staff development.

John Smith, a well-known personnel management consultant, notes that “the 360-degree method allows you to create a culture of continuous learning and self-improvement, which is the key to the long-term success of the organization.”

Advantages of the 360-degree assessment method

Objectivity and comprehensiveness of assessment

  1. Multifaceted feedback: The 360-degree evaluation is unique in that it includes the opinions of different people who work with the employee. This reduces bias and gives a more complete picture of his professional qualities and interaction in the team.

  2. Detection of blind spots: This approach helps employees see aspects of their work that they may be ignoring or underestimating

Promotes the development and motivation of employees

  1. Personal growth: Received feedback gives employees valuable information for personal and professional development.

  2. Improvement of team work: Understanding how their efforts are perceived by other team members improves interaction and cooperation

Cons of the method

Possible complications and limitations of the method

  1. Subjectivity of thoughts: Despite the multi-faceted approach, assessments can be subjective and depend on personal relationships

  2. The possibility of conflicts: Negative feedback can cause conflict or dissatisfaction among employees

Ways to overcome these shortcomings

  1. Anonymity and confidentiality: Ensuring anonymity of feedback can help reduce bias and personal conflicts

  2. Thorough training and preparation: Training employees to see feedback as a tool for growth and development, not criticism

  3. Professional moderation of results: Using HR professionals or external consultants to analyze and report assessment results can help prevent misinterpretation of data.

In summary, we can say that the 360-degree evaluation method has its advantages and disadvantages. It is important to approach its implementation correctly and use it in conjunction with other HR tools to achieve the best results.

What is required for a 360 assessment

Technical and organizational requirements

  1. Organizational culture: Having a culture of openness and trust is key to a successful 360-degree assessment. Employees should feel confident sharing candid feedback.

  2. Infrastructure for data collection: Appropriate tools are needed to collect, process and analyze feedback data from various sources.

  3. Trainings and preparation: Conducting training sessions for employees so that they understand the purpose of the evaluation and are able to take feedback constructively

  4. Clear evaluation criteria: Development of clear and specific evaluation criteria and questions that correspond to the goals of the organization and the specifics of the roles of employees.

Unit with assessment and question competencies

Breakdown of key competencies for a 360-degree assessment

  1. leadership

  2. Communication skills

  3. Problem solving

    • Analytical abilities and a creative approach to problem solving.

    • Decision-making in conditions of uncertainty.

  4. Team work

  5. Adaptability

A detailed list of questions for each of the key competencies for the 360-degree assessment developed using the Testograph platform:


  1. How effectively does an employee motivate a team?

  2. How often does the employee demonstrate initiative in solving complex tasks?

  3. Assess how well the employee manages conflicts in the team.

  4. How does an employee support the development of skills in their subordinates?

  5. Assess how effective the employee is in delegating tasks.

Communication skills

  1. How clearly and clearly does the employee express his thoughts?

  2. Assess how the employee responds to criticism and suggestions.

  3. How does the employee handle difficult conversations or presentations?

  4. How effectively does the employee participate in team discussions?

  5. Assess how well the employee listens and considers the opinions of others.

Problem solving

  1. How does an employee approach complex and non-standard tasks?

  2. Assess the employee’s ability to analyze complex situations.

  3. How effectively does the employee offer creative solutions?

  4. How does an employee handle decision-making under pressure?

  5. Assess how the employee uses available resources to solve problems.

Team work

  1. How does the employee contribute to the creation of a positive atmosphere in the team?

  2. Assess how willing the employee is to help colleagues.

  3. How does the employee respond to feedback from team members?

  4. How effectively does the employee collaborate with other departments?

  5. Evaluate the employee’s contribution to the achievement of team goals.


  1. How does the employee adapt to changes in the work process?

  2. Assess how flexibly the employee approaches new tasks and projects.

  3. How does the employee cope with unexpected situations and tasks?

  4. How open is the employee to new ideas and suggestions?

  5. Assess how effective an employee is in a fast-paced work environment.

These questions can be adapted and modified according to the specific needs and specifics of the organization, using the tools and capabilities provided by Testograph.


Conclusions about the 360 ​​degree method and its importance in modern business

The 360 ​​degree method is a valuable tool for today’s business, providing a comprehensive view of the work and behavior of employees. This not only helps in identifying areas for development, but also fosters a culture of openness and mutual respect within teams. This is especially important in the ever-changing business landscape, where the ability to adapt and continuously learn becomes a key success factor.

Prospects for the use of the method and recommendations for its effective application

In the future, 360-degree assessment will continue to play a significant role in staff development strategies. Recommendations for effective use include:

  • Integration with corporate culture: Make sure the 360-degree approach aligns with your company’s values ​​and strategy

  • Continuous training: Teach employees how to properly perceive and use feedback.

  • Use of technologies: Platforms like Testograph can greatly simplify the process of data collection and analysis

  • Regular updating and adaptation: Adapt the method and the questions according to the changing requirements and working conditions.

Applying these recommendations will help companies maximize the potential of the 360-degree method to develop their employees and improve overall productivity.

Related posts