For years now, 360 degree feedback or “multi-rater feedback” has become all the rage when it comes to training, development, and in some cases, performance evaluations.
In a nutshell, 360 degree feedback is a method and a tool that provides an employee the opportunity to receive performance feedback from every aspect surrounding their role. Traditionally the feedback is given from a range of internal sources (including supervisors, peers, subordinates) and in some cases external sources as well (customers, business partners, etc.) 360 degree feedback allows an individual to understand how his or her effectiveness as an employee, coworker, or staff member is viewed by others.
“The purpose of the 360 degree feedback is to assist each individual to understand his or her strengths and weaknesses, and to contribute insights into aspects of his or her work needing professional development.” – Susan Heathfield, HR Expert - About.com
There is great debate as to whether 360 degree feedback should be used strictly for developmental purposes, or also used for end of year appraisals. Some argue that multiple sources lead to more well rounded fedback, while others feel that the method’s anonymity provides no recourse should one want further clarification on the feedback. Regardless of position, it’s hard to argue the power of receiving a full circle view of one’s effectiveness when it comes to personal development.
Recently while discussing the topic, a co-worker introduced me to Rypple.com, a quick and easy way to solicit feedback from managers, peers or really anyones opinion whom you respect. The flexibility of the system allows you to solict feedback from anyone, about anything from performance, to opinions on a meeting, or input from a team members on a project. Everything is presented in very simplistic manner allowing you to simply enter your question, choose whom you want to ask it to, and then track your performance.
What separates Rypple from other 360 feedback systems is that there are minimal constraints when it comes to what you can and cannot do. There are no pre-defined questions or limitations on who should give you feedback. The responses are completely anonymous, creating an open environment for honest and meaningful feedback. With this flexible functionality, some users have even employed the technology to survey customers and solicit feedback from clients.
Rypple is a web-based and free for the basic service, (a premium version costs a nominal fee per month, with corporate options rising from there) allowing users to sign-up today and receive feedback almost instantly. Certainly an interesting twist on receiving feedback that caters directly to Gen-Y. To learn more, take the Rypple Tour and check it out yourself. I’d be interested to hear your thoughts or experiences if you’ve used it.
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Hi Anthony,
The technology is clearly impressive, but as a professional provider of 360 degree feedback solutions, the concerns I have are around the very aspects that make Rypple innovative.
In our experience, companies want consistency and they don’t want managers just randomly electing to ask for feedback from colleagues and customers. The most important question to be answered when starting 360 feedback is - ‘what is it going to be used for?’ Without a clearly defined action plan at the end, and a supported facilitation session, the results of 360 feedback don’t carry through to deliver real value for the organisation. In fact, without proper planning and structure for the 360 programme, the results could tip over into being damaging.
360 feedback is designed to help people with their development, and as such, its the people-element that creates the most value in the process.
Vandy - Certainly some compelling points. As with any development plan, I completely agree that there must be a defined action plan and process to monitor improvement. True development is the ultimate goal as you mentioned.
Yet I do believe that opportunities exist for concepts such as Rypple. Smaller organizations that may not have the resources to hire a professional may use it as a starting platform to develop a structured program. Middle managers may use it as a tool with their team or perhaps students may find it helpful to fill in gaps before graduation. Though their technology may not be optimal for every company, I applaud the fact that their are additional options for those looking to better themselves. Thanks for your comment!
Thanks, Anthony. This sounds like a great tool. But along with how and what you collect, it’s equally important to manage how you share the feedback with members of your staff. I’ve seen comments from 360s that were incredibly hurtful. As a manager, it’s up to you to talk through the feedback with your staff instead of just throwing the results in their lap like a grenade (which, based on conversations with colleagues, happens more often than you’d think).
Guys, I believe I have also something to contribute. I also recently visited a website which has some features matching with Rypple. The website is called http://www.orcoli.com.
Orcoli is Organizations, Colleagues and I - a community where any employee can find and anonymously rate their managers, peers, and subordinates. The site is based on the 360-degree feedback. The website is based on two simple concepts which is currently not prevalent in the current world:
1. Most of the organizations do not have a provision of providing anonymous feedback to their colleagues. Orcoli empowers employees to do the same.
2. And for organizations who follow 360 tools do not have the provision of providing continuous feedback to their colleagues. They have to wait for the yearly cycle to complete. Using Orcoli, everyone can rate their colleagues and post the feedback anonymously any time any day.
Here, the rater and ratee should have worked in the same organization is the pre-condition. Ratee, here, does not get the option of selecting the raters and thereby showcasing the true performance of an employee. It has a survey and looking at it, I believe its a well researched product. Not sure of all the details of it, but you can go through and its an amazing, complete, web-based, free customized version of 360 degree feedback.