{"id":993499,"date":"2025-05-21T10:43:59","date_gmt":"2025-05-21T10:43:59","guid":{"rendered":"https:\/\/piperocket.digital\/taggd-dev\/hr-glossary\/180-degree-feedback\/"},"modified":"2025-10-25T13:48:26","modified_gmt":"2025-10-25T13:48:26","slug":"180-degree-feedback","status":"publish","type":"hr-glossary","link":"https:\/\/piperocket.digital\/taggd-dev\/hr-glossary\/180-degree-feedback\/","title":{"rendered":"#180-Degree Feedback"},"content":{"rendered":"\n<h2 class=\"wp-block-heading\" class=\"wp-block-heading\" id=\"introduction\">Introduction<\/h2>\n\n\n\n<p>In today\u2019s evolving Indian workplace, organizations are increasingly seeking effective performance evaluation methods that align with their unique cultural context. 180-degree feedback has emerged as a valuable tool for Indian companies looking to enhance their performance management systems while respecting traditional hierarchical structures. This approach provides a focused yet insightful perspective on employee performance by gathering feedback from an employee\u2019s immediate supervisor and incorporating self-assessment.<\/p>\n\n\n\n<p>According to recent data from the <a href=\"https:\/\/group.teamlease.com\/let-the-festivities-begin-growth-hiring-galore-and-more\/\" target=\"_blank\" rel=\"noopener\">TeamLease Employment Outlook Report<\/a>, the gig economy in India is expected to grow to 23.5 million workers by 2029-30, representing 4.1% of total employment. This growth makes it crucial for HR professionals to understand the legal, tax, and operational considerations of engaging independent contractors in India.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" class=\"wp-block-heading\" id=\"understanding-180-degree-feedback-definition-and-key-components\">Understanding 180-Degree Feedback: Definition and Key Components<\/h2>\n\n\n\n<p><strong>What is 180-Degree Feedback?<\/strong><\/p>\n\n\n\n<p>180-degree feedback is a structured performance evaluation method that gathers input from an employee\u2019s direct supervisor and includes self-assessment. Unlike traditional top-down evaluations, this approach provides a more balanced perspective by incorporating the employee\u2019s own insights alongside managerial feedback.<\/p>\n\n\n\n<p>The term \u201c180-degree\u201d refers to the feedback coming from two primary sources (supervisor and self), representing half the circle of potential feedback providers in a full 360-degree assessment. This focused approach makes 180-degree feedback particularly suitable for Indian organizations where hierarchical structures remain important, but there\u2019s a growing desire for more collaborative evaluation methods.<\/p>\n\n\n\n<p><strong>Key Components of 180-Degree Feedback<\/strong><\/p>\n\n\n\n<p>A well-designed 180-degree feedback system typically includes:<\/p>\n\n\n\n<ol class=\"wp-block-list\">\n<li><strong>Self-Assessment<\/strong>: Employees evaluate their own performance against predetermined criteria, encouraging self-reflection and ownership of professional development.<\/li>\n\n\n\n<li><strong>Supervisor Evaluation<\/strong>: Direct managers provide structured feedback on the employee\u2019s performance, behaviors, and competencies.<\/li>\n\n\n\n<li><strong>Structured Framework<\/strong>: A consistent set of questions or criteria ensures fair and comparable evaluations across the organization.<\/li>\n\n\n\n<li><strong>Development Focus<\/strong>: The primary goal is identifying strengths and areas for improvement rather than purely administrative decisions like compensation.<\/li>\n\n\n\n<li><strong>Action Planning<\/strong>: The process concludes with development plans based on the feedback received.<\/li>\n<\/ol>\n\n\n\n<p>As noted in <a href=\"https:\/\/taggd.in\/blogs\/the-talent-engine-behind-mgs-ev-revolution\/\" target=\"_blank\" rel=\"noopener\">Taggd\u2019s blog on Talent Engine Behind MG\u2019s EV Revolution<\/a>, effective feedback systems are becoming increasingly important for supporting employee growth and engagement, particularly in remote and hybrid work environments.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" class=\"wp-block-heading\" id=\"benefits-of-180-degree-appraisal-in-indian-organizations\"><strong>Benefits of 180-Degree Appraisal in Indian Organizations<\/strong><\/h2>\n\n\n\n<p>The 180-degree appraisal process offers several distinct advantages for Indian organizations, particularly those transitioning from traditional performance evaluation methods to more feedback-rich approaches.<\/p>\n\n\n\n<p><strong>Strategic Advantages<\/strong><\/p>\n\n\n\n<ol class=\"wp-block-list\">\n<li><strong>Cultural Compatibility<\/strong>: The 180-degree appraisal aligns well with India\u2019s respect for hierarchical relationships while introducing a collaborative element through self-assessment.<\/li>\n\n\n\n<li><strong>Focused Development<\/strong>: By concentrating on the supervisor-employee relationship, 180-degree appraisal targets the most critical workplace relationship in Indian organizations.<\/li>\n\n\n\n<li><strong>Reduced Implementation Barriers<\/strong>: The streamlined nature of 180-degree appraisal means fewer logistical challenges, lower costs, and less resistance compared to more comprehensive feedback systems.<\/li>\n\n\n\n<li><strong>Enhanced Communication<\/strong>: The process encourages structured dialogue between managers and their team members, addressing a common challenge in Indian workplaces where hierarchical distance can sometimes limit open communication.<\/li>\n\n\n\n<li><strong>Improved Self-Awareness<\/strong>: Self-assessment components help employees develop greater self-awareness, which research shows is particularly valuable in collectivist cultures where direct self-promotion may be culturally discouraged.<\/li>\n<\/ol>\n\n\n\n<p><strong>Real-World Impact<\/strong><\/p>\n\n\n\n<p>A <a href=\"https:\/\/www.mercer.com\/insights\/talent-and-transformation\/skill-based-talent-management\/rebuilding-reward-and-career-frameworks-based-on-skills\/\" target=\"_blank\" rel=\"noopener\">survey by Mercer India<\/a>found that Indian organizations implementing 180-degree appraisal reported:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>28% improvement in manager-employee communication<\/li>\n\n\n\n<li>32% increase in employee satisfaction with performance discussions<\/li>\n\n\n\n<li>24% better alignment between self-perception and manager perception of performance<\/li>\n\n\n\n<li>35% more specific development plans<\/li>\n<\/ul>\n\n\n\n<p>For more insights on effective performance management approaches, see <a href=\"https:\/\/taggd.in\/case-study\/how-taggd-accelerated-innovation-for-a-global-two-wheeler-giant\/\" target=\"_blank\" rel=\"noopener\">How Taggd Accelerated Innovation for a Global Two-Wheeler Giant: Achieving 100% Offer Conversion and a 40-Day TTF Reduction in 4 Months<\/a>.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" class=\"wp-block-heading\" id=\"implementing-180-degree-feedback-in-indian-companies\">Implementing 180-Degree Feedback in Indian Companies<\/h2>\n\n\n\n<p>Successful implementation of 180-degree feedback in Indian organizations requires careful planning and cultural sensitivity. Here\u2019s a structured approach tailored to the Indian context:<\/p>\n\n\n\n<p><strong>Preparation Phase<\/strong><\/p>\n\n\n\n<ol class=\"wp-block-list\">\n<li><strong>Secure Leadership Buy-In<\/strong>: In the hierarchical Indian business environment, visible support from senior leadership is crucial for legitimizing new feedback processes.<\/li>\n\n\n\n<li><strong>Define Clear Objectives<\/strong>: Establish whether the primary purpose is development, performance evaluation, or both. In Indian organizations, being transparent about how the feedback will be used helps reduce anxiety and resistance.<\/li>\n\n\n\n<li><strong>Create Cultural Readiness<\/strong>: Conduct awareness sessions explaining the benefits of 180-degree feedback, particularly emphasizing how it respects hierarchical relationships while enhancing development opportunities.<\/li>\n\n\n\n<li><strong>Design Culturally Appropriate Framework<\/strong>: Develop competency models and questions that reflect Indian workplace values such as respect, collaboration, and diligence.<\/li>\n<\/ol>\n\n\n\n<p><strong>Implementation Phase<\/strong><\/p>\n\n\n\n<ol class=\"wp-block-list\">\n<li><strong>Pilot Testing<\/strong>: Begin with a small group, ideally in departments known for being open to innovation. Use their experience to refine the process before wider rollout.<\/li>\n\n\n\n<li><strong>Comprehensive Communication<\/strong>: Provide clear information about the process, emphasizing confidentiality and development focus to address common concerns in Indian workplaces.<\/li>\n\n\n\n<li><strong>Training Programs<\/strong>: Conduct separate training for managers on giving constructive feedback, employees on self-assessment and receiving feedback, and HR teams on administering the process and handling sensitive situations.<\/li>\n\n\n\n<li><strong>Feedback Collection<\/strong>: Use digital platforms where possible to ensure confidentiality and streamline the process. Paper-based systems may still be necessary in some Indian organizations with limited digital infrastructure.<\/li>\n<\/ol>\n\n\n\n<p><strong>Post-Implementation Phase<\/strong><\/p>\n\n\n\n<ol class=\"wp-block-list\">\n<li><strong>Structured Feedback Discussions<\/strong>: Provide guidelines for managers to conduct effective feedback conversations that balance respect for hierarchy with open dialogue.<\/li>\n\n\n\n<li><strong>Development Planning<\/strong>: Create individual development plans based on feedback, connecting them to organizational training programs and growth opportunities.<\/li>\n\n\n\n<li><strong>Monitoring and Evaluation<\/strong>: Track implementation metrics and gather participant feedback to continuously improve the process.<\/li>\n\n\n\n<li><strong>Integration with HR Systems<\/strong>: Gradually connect 180-degree feedback with other HR processes such as training needs analysis and career planning.<\/li>\n<\/ol>\n\n\n\n<p>For more detailed guidance on implementing effective HR processes, check out <a href=\"https:\/\/taggd.in\/blogs\/spotting-managerial-talent-strategies-for-competency-identification\/\" target=\"_blank\" rel=\"noopener\">Taggd\u2019s blog on Spotting Managerial Talent: Strategies for Competency Identification<\/a><\/p>\n\n\n\n<h2 class=\"wp-block-heading\" class=\"wp-block-heading\" id=\"creating-effective-180-degree-feedback-questions\">Creating Effective 180-Degree Feedback Questions<\/h2>\n\n\n\n<p>The quality of 180-degree feedback questions significantly impacts the effectiveness of the entire process. In the Indian context, questions need to be culturally appropriate while eliciting meaningful insights.<\/p>\n\n\n\n<p><strong>Question Design Principles<\/strong><\/p>\n\n\n\n<ol class=\"wp-block-list\">\n<li><strong>Behavior-Based<\/strong>: Focus on observable behaviors rather than personality traits or assumptions.<\/li>\n\n\n\n<li><strong>Culturally Sensitive<\/strong>: Frame questions to respect hierarchical relationships while encouraging honest feedback.<\/li>\n\n\n\n<li><strong>Specific and Actionable<\/strong>: Ensure questions lead to feedback that can be translated into concrete development actions.<\/li>\n\n\n\n<li><strong>Balanced Perspective<\/strong>: Include questions about strengths and development areas to provide a complete picture.<\/li>\n<\/ol>\n\n\n\n<p>Sample 180-Degree Feedback Questions for Indian Organizations<\/p>\n\n\n\n<p><em><strong>For Manager Feedback on Employees<\/strong><\/em><\/p>\n\n\n\n<ol class=\"wp-block-list\">\n<li>How consistently does the employee meet established deadlines and quality standards?<\/li>\n\n\n\n<li>In what ways does the employee contribute to team objectives?<\/li>\n\n\n\n<li>How effectively does the employee adapt to changing priorities?<\/li>\n\n\n\n<li>How would you rate the employee\u2019s technical knowledge in their area of responsibility?<\/li>\n\n\n\n<li>How clearly does the employee communicate in written and verbal interactions?<\/li>\n<\/ol>\n\n\n\n<p><em><strong>For Self-Assessment<\/strong><\/em><\/p>\n\n\n\n<ol class=\"wp-block-list\">\n<li>How would you rate your ability to consistently meet deadlines and quality standards?<\/li>\n\n\n\n<li>What do you consider your most significant contribution to team objectives in the past review period?<\/li>\n\n\n\n<li>Which technical skills do you consider your strongest assets?<\/li>\n\n\n\n<li>What specific skills would you like to develop in the coming period?<\/li>\n\n\n\n<li>How effectively do you prioritize tasks when facing competing demands?<\/li>\n<\/ol>\n\n\n\n<p><strong>180-Degree Feedback Template: Structure and Examples<\/strong><\/p>\n\n\n\n<p>A well-designed 180-degree feedback template provides structure while allowing flexibility to capture nuanced feedback. Here\u2019s a framework tailored for Indian organizations:<\/p>\n\n\n\n<p>Core Template Components<\/p>\n\n\n\n<ol class=\"wp-block-list\">\n<li><strong>Introduction Section<\/strong>: Purpose, instructions, confidentiality statement, rating scale explanation<\/li>\n\n\n\n<li><strong>Competency Assessment<\/strong>: Core competencies aligned with organizational values, role-specific competencies, rating scales, space for examples and comments<\/li>\n\n\n\n<li><strong>Open-Ended Questions<\/strong>: Strengths and accomplishments, development areas, support needed, career aspirations (for self-assessment)<\/li>\n\n\n\n<li><strong>Summary and Action Planning<\/strong>: Overall performance assessment, key themes from feedback, priority development areas, specific action steps<\/li>\n<\/ol>\n\n\n\n<p>For organizations looking to implement 180-degree feedback, <a href=\"https:\/\/taggd.in\/\" target=\"_blank\" rel=\"noopener\">Taggd\u2019s HR solutions<\/a> can provide customized templates and implementation support tailored to your specific organizational needs.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" class=\"wp-block-heading\" id=\"challenges-and-solutions-in-180-degree-feedback-implementation\">Challenges and Solutions in 180-Degree Feedback Implementation<\/h2>\n\n\n\n<p>Implementing 180-degree feedback in Indian organizations presents unique challenges that require thoughtful solutions:<\/p>\n\n\n\n<ol class=\"wp-block-list\">\n<li><strong>Hierarchical Culture<\/strong>: Begin with development-focused feedback and demonstrate leadership participation.<\/li>\n\n\n\n<li><strong>Feedback Hesitancy<\/strong>: Train managers on constructive feedback techniques and provide structured formats.<\/li>\n\n\n\n<li><strong>\u201cSaving Face\u201d Concerns<\/strong>: Ensure privacy in feedback discussions and focus on future improvement.<\/li>\n\n\n\n<li><strong>Implementation Consistency<\/strong>: Establish clear process ownership and create implementation toolkits.<\/li>\n\n\n\n<li><strong>Integration with Existing Systems<\/strong>: Create clear links between feedback outcomes and development opportunities.<\/li>\n<\/ol>\n\n\n\n<h2 class=\"wp-block-heading\" class=\"wp-block-heading\" id=\"future-of-180-degree-feedback-in-indian-organizations\">Future of 180-Degree Feedback in Indian Organizations<\/h2>\n\n\n\n<p>Several trends are shaping the future of 180-degree feedback in Indian organizations:<\/p>\n\n\n\n<ol class=\"wp-block-list\">\n<li><strong>Digital Transformation<\/strong>: Adoption of specialized feedback platforms is making the process more accessible and efficient.<\/li>\n\n\n\n<li><strong>Continuous Feedback Models<\/strong>: Many organizations are adapting 180-degree feedback for more frequent application.<\/li>\n\n\n\n<li><strong>Integration with Analytics<\/strong>: Advanced analytics are being applied to feedback data to identify patterns and predict development needs.<\/li>\n\n\n\n<li><strong>Customization for Different Workforce Segments<\/strong>: Specialized frameworks are being developed for different employee groups.<\/li>\n\n\n\n<li><strong>Blended Feedback Models<\/strong>: Many Indian organizations are creating hybrid models that combine elements of 180-degree and 360-degree feedback.<\/li>\n<\/ol>\n\n\n\n<h2 class=\"wp-block-heading\" class=\"wp-block-heading\" id=\"frequently-asked-questions-about-180-degree-feedback\">Frequently Asked Questions About 180-Degree Feedback<\/h2>\n\n\n\n<p><strong>What is 180-degree feedback meaning in HR?<\/strong><\/p>\n\n\n\n<p>180-degree feedback is a performance appraisal method where an employee receives feedback from their immediate manager and includes self-assessment. Unlike 360-degree feedback which gathers input from multiple sources, 180-degree feedback focuses specifically on the manager-employee relationship. This approach is particularly valuable in Indian organizations with traditional hierarchical structures as it respects authority lines while still providing more balanced feedback than single-source evaluations.<\/p>\n\n\n\n<p><strong>What are examples of good 180-degree feedback questions?<\/strong><\/p>\n\n\n\n<p>Effective 180-degree feedback questions for Indian workplaces should be behavior-based, culturally sensitive, and actionable. Examples include:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>For Manager Assessment: \u201cHow effectively does the employee adapt to changing priorities and deadlines?\u201d<\/li>\n\n\n\n<li>For Manager Assessment: \u201cIn what ways does the employee contribute innovative ideas to improve processes?\u201d<\/li>\n\n\n\n<li>For Self-Assessment: \u201cHow would you rate your ability to communicate complex information clearly to different audiences?\u201d<\/li>\n\n\n\n<li>For Self-Assessment: \u201cWhat specific skills would you like to develop in the coming review period?\u201d<\/li>\n<\/ul>\n\n\n\n<p>Questions should focus on observable behaviors rather than personality traits and should be phrased to respect hierarchical relationships while encouraging honest feedback.<\/p>\n\n\n\n<p><strong>How does 180-degree feedback differ from 360-degree appraisal?<\/strong><\/p>\n\n\n\n<p>The key differences between 180-degree feedback and 360-degree appraisal are:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Feedback Sources:<\/strong> 180-degree includes only manager feedback and self-assessment, while 360-degree includes additional perspectives from peers, subordinates, and sometimes external stakeholders.<\/li>\n\n\n\n<li><strong>Implementation Complexity:<\/strong> 180-degree is simpler to implement with fewer logistical challenges, making it more suitable for organizations new to structured feedback systems.<\/li>\n\n\n\n<li><strong>Cultural Fit:<\/strong> In the Indian context, 180-degree feedback often aligns better with traditional hierarchical structures and may face less resistance than 360-degree approaches.<\/li>\n\n\n\n<li><strong>Resource Requirements:<\/strong> 180-degree requires fewer resources and less time to implement compared to comprehensive 360-degree programs.<\/li>\n\n\n\n<li><strong>Focus:<\/strong> 180-degree concentrates on the vertical manager-employee relationship, while 360-degree provides a more holistic view of performance across various relationships.<\/li>\n<\/ul>\n\n\n\n<p>Many Indian organizations start with 180-degree feedback before transitioning to more comprehensive 360-degree systems as their feedback culture evolves.<\/p>\n\n\n\n<p><strong>What should a 180-degree feedback template include?<\/strong><\/p>\n\n\n\n<p>An effective 180-degree feedback template for Indian organizations should include:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Introduction Section:<\/strong> Clear purpose statement, instructions, confidentiality assurance, and rating scale explanation<\/li>\n\n\n\n<li><strong>Competency Assessment:<\/strong> Core competencies aligned with organizational values (typically 5-8 areas) with rating scales and space for examples<\/li>\n\n\n\n<li><strong>Performance Against Objectives:<\/strong> Evaluation of key performance indicators or goals set during the previous period<\/li>\n\n\n\n<li><strong>Open-Ended Questions:<\/strong> Questions about strengths, development areas, and support needed<\/li>\n\n\n\n<li><strong>Development Planning Section:<\/strong> Space to document priority areas for improvement, specific action plans, and resources needed<\/li>\n<\/ul>\n\n\n\n<p>The template should be culturally appropriate, using language that respects hierarchical relationships while encouraging constructive feedback. Digital formats are increasingly preferred for ease of implementation and data analysis.<\/p>\n\n\n\n<p><strong>How can 180-degree feedback be effectively implemented in Indian organizations?<\/strong><\/p>\n\n\n\n<p>For effective implementation of 180-degree feedback in Indian organizations:<\/p>\n\n\n\n<ol class=\"wp-block-list\">\n<li><strong>Secure Leadership Support:<\/strong> Visible endorsement from senior management is crucial in hierarchical Indian business environments<\/li>\n\n\n\n<li><strong>Create Cultural Readiness:<\/strong> Conduct awareness sessions explaining benefits and addressing concerns about feedback in traditional settings<\/li>\n\n\n\n<li><strong>Start with Development Focus:<\/strong> Initially use feedback for development rather than evaluation to build trust in the process<\/li>\n\n\n\n<li><strong>Provide Comprehensive Training:<\/strong> Train managers on giving constructive feedback and employees on self-assessment, with emphasis on cultural sensitivities<\/li>\n\n\n\n<li><strong>Pilot Before Full Rollout:<\/strong> Begin with departments more open to innovation before organization-wide implementation<\/li>\n\n\n\n<li><strong>Ensure Privacy and Confidentiality:<\/strong> Address \u201csaving face\u201d concerns through appropriate privacy measures<\/li>\n\n\n\n<li><strong>Connect to Development:<\/strong> Create clear links between feedback outcomes and development opportunities<\/li>\n<\/ol>\n\n\n\n<p>A phased approach respecting cultural nuances has proven most successful in Indian organizations transitioning from traditional appraisal systems to feedback-rich evaluation methods.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" class=\"wp-block-heading\" id=\"conclusion\">Conclusion<\/h2>\n\n\n\n<p>180-degree feedback offers Indian organizations a valuable tool for enhancing <a href=\"https:\/\/www.gartner.com\/en\/human-resources\/topics\/performance-management\" target=\"_blank\" rel=\"noopener\">performance management<\/a>while respecting cultural contexts. Its focused approach provides meaningful insights with relatively straightforward implementation, making it an excellent option for organizations transitioning from traditional evaluation methods to more collaborative approaches.<\/p>\n\n\n\n<p>To maximize the value of 180-degree feedback in your organization:<\/p>\n\n\n\n<ol class=\"wp-block-list\">\n<li>Customize for your context<\/li>\n\n\n\n<li>Focus on development<\/li>\n\n\n\n<li>Build capability at all levels<\/li>\n\n\n\n<li>Ensure follow-through with clear action plans<\/li>\n\n\n\n<li>Evolve continuously based on feedback and changing needs<\/li>\n<\/ol>\n\n\n\n<p>By thoughtfully implementing 180-degree feedback with sensitivity to the Indian organizational context, companies can enhance performance, strengthen manager-employee relationships, and foster a culture of continuous development.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" class=\"wp-block-heading\" id=\"speak-to-our-team-of-experts\">Speak to Our Team of Experts<\/h2>\n\n\n\n<p>Navigating the complexities of performance management systems requires specialized expertise. Taggd\u2019s team of HR consultants can help your organization design and implement effective 180-degree feedback processes tailored to your unique organizational culture and objectives.<\/p>\n\n\n\n<p>Our consultants provide personalized guidance on:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Designing culturally appropriate feedback frameworks<\/li>\n\n\n\n<li>Creating effective implementation strategies<\/li>\n\n\n\n<li>Developing manager and employee training programs<\/li>\n\n\n\n<li>Selecting appropriate technology solutions<\/li>\n\n\n\n<li>Measuring and maximizing impact<\/li>\n<\/ul>\n\n\n\n<p><a href=\"https:\/\/taggd.in\/contact-us\/\" target=\"_blank\" rel=\"noopener\">Contact our team today<\/a> to schedule a consultation and ensure your organization is positioned for success with 180-degree feedback implementation.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>Introduction In today\u2019s evolving Indian workplace, organizations are increasingly seeking effective performance evaluation methods that align with their unique cultural context. 180-degree feedback has emerged as a valuable tool for Indian companies looking to enhance their performance management systems while respecting traditional hierarchical structures. This approach provides a focused yet insightful perspective on employee performance [&hellip;]<\/p>\n","protected":false},"featured_media":0,"parent":0,"menu_order":0,"template":"","format":"standard","class_list":["post-993499","hr-glossary","type-hr-glossary","status-publish","format-standard","hentry"],"_links":{"self":[{"href":"https:\/\/piperocket.digital\/taggd-dev\/wp-json\/wp\/v2\/hr-glossary\/993499","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/piperocket.digital\/taggd-dev\/wp-json\/wp\/v2\/hr-glossary"}],"about":[{"href":"https:\/\/piperocket.digital\/taggd-dev\/wp-json\/wp\/v2\/types\/hr-glossary"}],"version-history":[{"count":2,"href":"https:\/\/piperocket.digital\/taggd-dev\/wp-json\/wp\/v2\/hr-glossary\/993499\/revisions"}],"predecessor-version":[{"id":999786,"href":"https:\/\/piperocket.digital\/taggd-dev\/wp-json\/wp\/v2\/hr-glossary\/993499\/revisions\/999786"}],"wp:attachment":[{"href":"https:\/\/piperocket.digital\/taggd-dev\/wp-json\/wp\/v2\/media?parent=993499"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}