HR Definitions

360 survey is a common term used to represent the full process of conducting a 360 degree project (achieving an all-round, complete picture of an individual's performance). It is a loose term that encapsulates a robust process that exceeds 'just a survey'.

Instead, a 360 survey is a combined process that comprises of both 360 degree profiling and 360 degree feedback. Attempts to just 'survey' people will not yield the sustainable gains in productivity that can be expected by applying the full process because the person assessed does not go through the process of reconciling the reported strengths and opportunities with actual workplace behaviour. When this is not done, rationalisation of the process is too easy and no change will take place.

360 degree profiling is the process of assessing people against a set of behaviours, competencies, or core values.

360 degree feedback is the process of coaching the assessee through the interpretation of his or her profiling results into a course of action that will result in behavioural change that will produce sustainable gains in productivity.

A 360 survey is usually used as a personal development process, but can be extended to provide input for:

• Training Needs Analysis
• Identification of locally based issues
• Identification of demographic issues (gender, age groups etc)
• Deficiencies in management practice
• Succession Planning
• Risk Assessment
• Performance Management or Performance Appraisal

For Best practice for a 360 Survey, see the individual Best Practice recommendations for 360 Degree Profiling and 360 Degree Feedback.

360 Degree Feedback
360 Degree Process
360 Degree Profiling
360 Degree Profiling Tools
Multi-rater Feedback
Peer and Upwards Assessment