Behavioural scientific basics and aims

The feedback of the social environment is an important requirement for the individual learning (stimulus-response theory). Without feedback, the executive cannot learn and is not able to critically deal with his own strengths and weaknesses in order to initiate changes.
Criticism on the traditional downward evaluation by superiors: limited validity through one-sided, inevitably selective and incomplete evaluation of the executives, which requires additions and often shows weaknesses.
Evaluation of an executive by several people in different positions. The independent evaluation by different target groups is more reliable and offers a more comprehensive picture than the evaluation by the respective superior.

The aims of the 360° executive feedback can be divided into individual, group and organisational aims.

Individual aims

raising awareness of personal strengths and weaknesses of the feedback receiver and requesting an evaluation as unbiased and true as possible in the structured questionnaire
comparison of the third-party and the self-evaluation and identification of conformances and discrepancies
recognition of possible reasons for discrepancies between third-party and self-evaluation
relevance assessment of the perceived discrepancies between third-party and self-evaluation and recognition of analysis patterns for changes
identification of the need for action for the personal development of the feedback receiver

Group and organisational aims

basics for demand-oriented personnel and organisational development
development of an open and constructive feedback culture with a large employee and customer orientation
basics for the personnel selection
evaluation of performance-related remuneration components
establishment of an employee-oriented and cooperative management culture
increase of the employee satisfaction