Organizations use a variety of methods to seek 360 feedback about employees. Some are more common than others and all depend on the culture and climate of the organization.
In most organizations that ask for 360 feedback, the manager asks for and receives the feedback.
The manager then analyzes the feedback looking for patterns of behavior to note. The manager searches for both positive and constructive feedback.
The goal is to provide the employee with the key and important points without overwhelming him or her with too much data. Often the manager has sought feedback in response to specific questions so the feedback is easier to organize and share.
Some organizations use instruments that are tallied electronically and that give employees a score in each area assessed. Some processes are completely online. Others still rely on open-ended questions.
Organizations also hire external consultants to administer the surveys, usually when managers are receiving a 360 review. The consultants then analyze and share the data with the manager and with the manager and staff in some cases. In the best of these circumstances, the manager and staff join together to plan improvements for both the manager and for the department.
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