360 Degree Feedback

What is 360 Degree Feedback? 

360 Degree Feedback is an increasingly popular development tool used by organisations to help employees with their training and development. It enables you to gain feedback on your professional performance from a selection your colleagues.  It provides valuable insight into how you are  perceived from a range of perspectives, which can ultimately help you to build on your strengths and identify your development areas.

It is particularly useful in increasing self awareness and provides more detailed feedback about you are viewed than the more traditional manager led appraisal. 

What does 360 Degree Feedback involve? 
Feedback is gained, via a questionnaire, from a number of individuals who have contact with you at work.  They might answer questions on your behaviours, competencies and development areas.  These individuals can include colleagues, direct reports, more senior staff and your direct manager.  In addition, you may choose to seek feedback from external contacts such as customers and suppliers.  The process works best if you seek feedback from a range of colleagues, usually seven or more.

You will also fill out a questionnaire, so that you can assess your performance and compare these opinions with the participants.  This can be particularly useful in highlighting how often the perception you have of yourself differs from that of those who work with you.

Is it confidential? 
Your colleagues’ feedback into the questionnaire is entirely confidential.   Results are collected via email and compiled into an anonymous report, which is then analysed to highlight key trends.  This analysis forms the basis of the feedback discussion.

What happens in a feedback discussion?  
Once all of the questionnaires have been received and the results compiled, you will meet with your facilitator to discuss the report in detail.  Although the facilitator will make notes beforehand, the discussion will be led by your own reactions to the feedback you receive.  The discussion usually takes 2 hours, and the last half hour will be spent reviewing key actions for your professional development in response to the key points raised.

At the end of the discussion, you take away a copy of the report, along with the facilitators’ notes. 

What are the benefits of undertaking 360 Degree Feedback?

  • You have the chance to see yourself as others see you
  • You get a rounded perspective rather than the traditional ‘top down’ manager style appraisal
  • You can gain an understanding of what is working and what to do more of
  • You can gain an understanding of what to do differently, and your development areas
  • If you are in a senior management position, you gain feedback on your management style from those who report to you

What are the benefits to your organisation?

  • Allows managers to identify key development areas for individuals, their department and the organisation as a whole
  • Can allow the identification of strengths that can be used to the best advantage of the organisation
  • Supports a climate of continuous improvement and change
  • Can enable the design of more effective training and coaching initiative