How do you configure a multi-rater 360-degree feedback?

How do you configure a multi-rater 360-degree feedback?

• A. Define questions and raters, then publish results immediately
• B. Rely only on manager ratings and skip 360
• C. Feedback is gathered manually via email
• D. Create a 360 feedback template, specify raters, define questions, enable anonymous feedback if required, route feedback to the employee, gather, and consolidate results

Answer: (D)

In a multi-rater 360-degree feedback, you need an end-to-end setup that defines the structure, participants, and flow of feedback before anything is collected. The best approach is to create a 360 feedback template, specify raters, define questions, enable anonymous feedback if required, route feedback to the employee, gather, and consolidate results. This covers all the essential steps: a consistent survey framework, multiple perspectives, confidentiality options, the correct delivery path to the employee, and the processing needed to produce a clear, actionable report. Other approaches fall short because they skip key parts of the process: simply defining questions and raters with immediate publishing misses routing, anonymity, collection, and consolidation; relying only on manager ratings ignores the broader 360 input; collecting feedback manually via email is error-prone and lacks centralization and analysis.

In a multi-rater 360-degree feedback, you need an end-to-end setup that defines the structure, participants, and flow of feedback before anything is collected. The best approach is to create a 360 feedback template, specify raters, define questions, enable anonymous feedback if required, route feedback to the employee, gather, and consolidate results. This covers all the essential steps: a consistent survey framework, multiple perspectives, confidentiality options, the correct delivery path to the employee, and the processing needed to produce a clear, actionable report.

Other approaches fall short because they skip key parts of the process: simply defining questions and raters with immediate publishing misses routing, anonymity, collection, and consolidation; relying only on manager ratings ignores the broader 360 input; collecting feedback manually via email is error-prone and lacks centralization and analysis.