2015 Report: 360 Feedback Programs in Organizations

By Marcie Levine

Each year SurveyConnect collects and reports out on the objectives and uses of 360-degree feedback processes in organizations.

As of the time of this writing, we have opened up the survey for 2016. While we collect responses, here is an overview of results from 2015:

Selected results from 2015

  • When asked “What is the primary purpose of your 360 program?” about 62% of respondents said that they are used exclusively for development, 34% said that they were used for both development and decision-making, and 4% said they were used for decision-making only.
  • Participants are generally asked to complete a Formal Action Plan. Action Plans have varied effectiveness, with 55% saying that the plans are Usually/Highly Effective, 44% saying Sometimes Effective and only 2% saying they were Rarely/Not Effective.
  • 360 program feedback feeds into other HR organizational programs (succession-planning, mentoring and/or talent management) in over 70% of respondent organizations.
  • Demographic or aggregate data is only used in about 49% of the organizations.

Conclusions

Organizations deploy 360s as a valuable tool to help participants increase strengths as well as improve performance in appropriate areas.

The primary use of 360-degree feedback programs is for development purposes, and most organizations either request or require a Formal Action Plan. 

These Action Plans are most effective if there is motivation from the participant and follow-up from the participant, their manager, and the organization. 

While the 360-degree program strategy fits into the overall performance management of the organization on an individual level, there is more room for the analysis and use of 360-degree demographic data and trends to understand organizational issues, strengths and gaps.

For more detailed 2015 results, please email info@surveyconnect.com.

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About the author

Marcie Levine

Marcie Levine

Prior to founding SurveyConnect, Marcie had more than twelve-years of experience in HR, both as a consultant and in several corporate positions. As an HR consultant, she worked on a variety of client assignments, including the design and implementation of surveys. She created SurveyConnect to streamline and simplify the process of survey creation and administration. Marcie has published articles about 360 feedback process in trade magazines, including the International Society for Performance Improvement, Selling Power, T+D Magazine, and Quirk’s Marketing Research Review.