Our goal is to support raters in providing objective and constructive 360-degree feedback to colleagues. Research and best practices suggest that raters should be aware of errors and biases that naturally exist.
General Recommendations for Enhancing Objectivity
- Be aware of the possible biases described below.
- Rate each behavior assessed independent from others.
- Consider the range of experiences you have had with this individual, not the first or the last.
- If the individual modified their behaviors in the past few months, assess the new patterns of behavior.
- If you have not observed the behavior in question, select “N/A.”
- Provide constructive written comments. All narrative comments will be reported as written.
Understanding Rater Bias
Literature on 360 assessments suggests that raters may be susceptible to unintentional biases which greatly reduce the effectiveness of 360-degree feedback. The best solution is for the rater is to be aware of these possible biases.
Halo/Devil Effect
Tendency to form a generalized (positive or negative) impression and rate the individual high or low on all rating criteria.
Leniency/Severity Bias
Tendency to be more lenient or severe on all rating criteria than one's peers.
Central Tendency
Tendency to evaluate an individual as “average” on all rating criteria.
Recency Bias
Tendency to base rating solely on the most recent performance/behaviors.
Rater FAQs
Your role is to provide honest and constructive feedback to aid in your colleague’s leadership development.
“The 360-degree feedback process allows people to become connected, and, in so doing, it facilitates the building of effective working relationships around work-oriented communication.” (Tornow and London, 1998)
Participants carefully select their raters in consultation with their supervisor/faculty administrator, and their leadership coach. If you have been selected to participate in your colleague’s 360, it affirms that they consider your input valuable to their leadership development. While your participation is voluntary, we encourage you to honor this invitation by completing the 360.
Your feedback will be added to the feedback provided by other UI faculty and staff members to assist your colleague and leadership coach to develop an individualized talent development plan.
“Coaching is important in helping appraisees interpret the results, set improvement goals with appraisees, and follow-up on action plans.” (Antonioni, 1996)
After your colleague announces their upcoming 360, you will receive an email from Envisia Learning within one week’s time.
To: (your name)
From: Envisia Learning
Subject: 360 Participant - Feedback Questionnaire
This email will contain directions and a link to access the online 360.
- Standard deadline: 2.5 weeks.
- During this time, you can exit and return to the survey. The Envisia Learning system will save your responses.
- Automatic reminder: Envisia will send a reminder email mid-way before the deadline to all raters whom have not yet completed the online 360.
If you don’t recall receiving the email from Envisia Learning within one week of your colleague’s notification, please check your deleted folders. If you need another invitation sent to you, email clientservices@envisialearning.com or oe-leader@uiowa.edu.