270 degrees feedback: what is it, features and examples?

In the dynamic field of performance assessment and personal development, innovative approaches are constantly emerging to provide a more holistic view of an individual's strengths and opportunities for improvement. One of those approaches that has gained relevance is this 270 degree feedback.

This article delves into the world of 270 degree feedback and examines its complexities, benefits and practical implementation.

What is 270 degree feedback?

270 degree feedback, also known as “limited feedback” or “partial feedback,” is a performance appraisal method that collects information from a select group of people who interact closely with an employee.

Unlike 360 ​​degree feedback, which requires feedback from multiple sources including superiors, peers, subordinates, and external collaborators, 270 degree feedback focuses on gathering information from a narrower perspective.

What is the difference between 270 degree feedback and 360 degree feedback?

The main difference between 270 degree feedback and 360 degree feedback lies in the scope of the feedback providers. While 360-degree feedback encompasses a wide range of perspectives, 270-degree feedback narrows sources to a specific subset. This may include immediate team members, supervisors, and sometimes customers or external parties.

Examples of 270 degree feedback

These are some examples of 270 degree feedback:

• Team-oriented feedback: Collecting feedback only from an employee's immediate team members provides insight into their collaboration skills, communication style, and team dynamics.
• Supervisor-oriented feedback: In cases where the success of a team depends largely on the leadership of a manager, obtaining feedback primarily from the manager provides valuable information about the effectiveness of the leadership.
• Customer-oriented feedback: For customer-facing roles, obtaining feedback from customers or consumers helps assess the employee's ability to meet customer needs and expectations.
• Functional feedback: Focusing on feedback from colleagues within the same functional area provides insight into an employee's technical expertise and expertise.
• Cross-functional feedback: Combining perspectives from different functional areas provides a more comprehensive view of an employee's ability to collaborate across departments.

Advantages and disadvantages of 270 degree feedback

Consider the pros and cons of this type of assessment and decide whether your organization needs it:

Advantages:

• Efficiency: The narrower circle of feedback givers leads to a more efficient and optimized feedback process.
• Concrete insights: Feedback from a specific subset of people can provide targeted information about skills related to an employee's role.
• Reduced bias: With a smaller feedback pool, there is the possibility of less bias in the feedback provided.
• Adaptation: Tailored delivery of feedback providers allows companies to tailor feedback to their specific goals.

Disadvantages of 270 degree feedback

• Limited perspective: Reducing sources of feedback could result in a lack of a complete evaluation.
• Incomplete picture: Excluding certain sources could miss critical areas for improvement.
• Possibility of bias: Although limited, there is still the possibility of bias in the feedback provided.

Steps to perform 270 degree feedback

These are the general steps you must follow to perform this type of assessment:

• Define the goal: Clearly articulate the purpose of the feedback and the specific aspects to be evaluated.
• Select feedback provider: Identify the group of people who will provide feedback, considering their relevance to the employee's role and responsibilities.
• Develop the questionnaire: Create a well-structured questionnaire that covers the desired assessment areas.
• Collect feedback: Distribute the questionnaire to selected feedback providers and collect their answers.
• Analyze and share results: Collect feedback and analyse insights. Share the results with the employee and provide suggestions for improvement.
• Create an action plan: Work with the employee to create an action plan based on the feedback received.
• Monitor progress: Continuously track employee progress and provide support in implementing the action plan.

Conclusion

In the area of ​​performance evaluation, 270 degree feedback proves to be a strategic alternative to the more comprehensive 360 ​​degree study. By limiting feedback givers to a specific subset, organizations can collect specific information and tailor feedback to their specific goals. However, it is crucial to find a balance between the benefits of optimized feedback and the possibility of missing different perspectives.

If you are considering introducing 270 degree feedback in your company, QuestionPro's solution suite can be your trusted tool. Advanced features allow you to customize feedback processes, analyse results, and gain actionable insights. To learn more about how we can help you implement your employee feedback initiatives, learn QuestionPro Workforce know or arrange a demo now!

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270 degree feedback | 270 degree | Feedback