What questions do you need to ask when evaluating a 360-degree feedback system?

Getting structured input about performance from the people who work around you is profoundly beneficial. By the year 2000, most organizations were using some form of 360-degree feedback. But there are dozens of 360 options, and most of them are quite different. The task of gathering basic information about the capabilities and costs of these systems is a formidable one. The first step is knowing which questions to ask.

360 has evolved considerably in the past ten years. It’s fair to say that even though they are all classified as "360-degree feedback systems," some are not systems, no two instruments are alike, and the first-generation tools bear little resemblance to the newer ones. One of the first issues many organizations consider is whether to purchase one of these off-the-shelf programs.

Once you know what your organization requires, you'll be able to rule out many off-the-shelf programs immediately. You'll know whether your organization can manage its own administration on-site. You'll find out if 360-degree feedback is needed for everyone, or just for upper-level managers. You can project whether you’ll need applications beyond individual developmental assessment, such as needs assessment and customer satisfaction surveys. You will have learned about requirements for customization, special report formats or developmental recommendations. Obviously, not all systems will fulfill your requirements.

As you narrow your search, you need to ask the publishers the right questions. The most important questions fall into five groups:

1. What does it measure?

2. What costs are involved?

3. How easy is it to use?

4. How flexible is it?

5. How does it report the data?