5 Vital Aspects To Any 360 Feedback
Administering a 360 degree feedback questionnaire can sometimes be a nuisance, but it doesn’t have to be.
Here’s five of our favourite tips that’ll help you ensure you maximize the results of a 360-feedback without the nuisance factor:
The first step to a successful 360 degree assessment is to communicate clearly what the objectives of the survey are, and what is expected of all those involved (are they participating, responding, administrating or organizing?). Make it clear the results will be used, and let your participants know how the results might affect them, e.g. in future bonuses and/or career opportunities.
Participating in a colleague’s 360 degree feedback survey should be entirely confidential and anonymous, and it can be useful for you to reinforce this through other communications. Encourage honesty from every participant. Stress to participants they can have every confidence in responding honestly and accurately.
3. Emphasize the positive
360 feedback is designed for self-development. Make sure those who have been rated understand the findings fully, what it means for them as an individual, and how positive changes – if needed – will be followed up. Whilst the feedback does highlight potential development needs, it also highlights key strengths, and any follow-up conversations should be sure to cover both.
4. Act on the results
Running a successful 360 degree feedback is not the end of the process. The key now is to act upon the results. The feedback allows individuals to create developmental goals and action plans in direct response to where need lies. Aggregated results also provide you with an overview of where participants need the most support.
5. Rinse and repeat
Regularly participating in and incorporating 360 degree feedback into your organization is essential if you want to effectively measure your team and individual performance. They are the first stepping stones to effectively developing both individual and group performance.
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