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What is a 360 degrees evaluation?


360 degrees evaluation

The 360 degrees approach when it comes to evaluation implies collecting feedback about an employee from all perspectives – all parties an employee comes in contact with during his or her daily activity. Such evaluation requires a well implemented software tool in order to gather all data from peers, subordinates, colleagues from other departments, clients, immediate superior and top management.

It is a long term process conducted annually and it must have an early start, due to a poor synchronization of availability, of each one to respond. At least 2 representatives from each category should give feedback, in this way the confidentiality of the perspectives can be maintained. The gathered data, besides ensuring its confidential character, must be correctly processed and analyzed in order to have a clear overview, based on which professional development planning can be made.

The most challenging part is at the end of a 360 degrees evaluation, when the data obtained must be presented in an appropriate framework, by a specialized person in this field. It is important to get the most out of this evaluation in order to set realistic professional objectives and development plans without feeding or hurting egos.

Looking at Leadership Predictors within the Danish Healthcare, with Ajay Jain, Hans Jeppe Jeppesen and Thomas Jønsson, at the 2014 PMA Conference
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