What is important in the 360-degree evaluation?

360-degree evaluation can be called multi-source evaluation or multi-evaluator evaluation, which is different from the traditional top-down approach in which superiors evaluate subordinates. In this model, the evaluator is not only the supervisor of the person being evaluated, but also other people who have close contact with the person being evaluated, such as colleagues, subordinates, customers, etc., as well as the manager's self-evaluation.

360-degree evaluation has good practical effects both from the perspective of the person being evaluated and from the perspective of the evaluator.

Mainly due to several unique advantages of the 360-degree evaluation method:

1. All-round. The evaluators of the 360-degree evaluation come from groups at different levels. In this way, the understanding of the evaluees is deeper and more comprehensive, and the information obtained is more accurate.

2. Based on competency characteristics. The design basis of the 360-degree evaluation elements is the competency evaluation model of each position, and avoids being directly applied to the evaluation of performance results.

3. Anonymous evaluation. In order to ensure the reliability of the evaluation results and reduce the concerns of the evaluators, anonymous methods are generally used. At the same time, in order to enable evaluators to conduct evaluations objectively, special training in scoring methods is also required.

4. Provide timely feedback. 360-degree evaluation emphasizes timely and objective feedback, which can promote the evaluated person to correctly understand themselves and improve their behavioral performance. In the organizational recruitment process, you can refer to the ideas and methods of 360-degree assessment, which will be helpful to the objectivity of recruitment assessment.