360 Degree Feedback

How are leaders and employees perceived? Uncover their strengths & development needs?

What is 360 degree feedback?

360 degree feedback is a process where individual employees receive feedback from people they work with. Mostly, the feedback process is provided anonymously and confidentially. Typically, the people providing feedback include the participant’s manager, staff who report to the participant, their peer group and other stakeholders they closely interact with.

Survey Space software includes 360 degree feedback survey templates for a range of roles. Customised surveys can also be set up easily for any type of 360 project .

Feedback helps people succeed

360 Degree feedback confirms where people are perceived to be performing well. It also provides insight into perceptions about where they may need to develop new skills, become more effective or change the way they behave, act or communicate.

Our recommendation about the 360 degree feedback aims:
360 degree feedback should be used for development and not as a performance appraisal tool.

What can 360 degree feedback be used for?

Measure competencies, skills, behaviours and actions
Assess how other people, and different groups of people, perceive the participant
Assess skills like delegation, conflict management and time management
Identify perceptions about the participant’s emotional responses to situations
Identify perceptions of the gaps between expected performance and actual performance
identify and agree the participant’s perceived development needs
Creating and agreeing development plans
Developing actions to address incorrect perceptions by specific groups of raters
Informing the development of coaching and development programs

Ingredients for a successful 360 feedback process

Create the right context for people to give feedback
Clear policies – who sees the feedback, who owns the feedback report, who chooses the raters, minimum rater numbers
Establish clear goals and objectives for the 360 degree feedback process
Design a quality survey and communications
Pilot the survey and the communications
Brief participants about the aims, objectives, policies and process
Engage the targeted survey respondents and communicate the aims and policies to them very clearly
Ensure anonymity and confidentiality policies are met
Choose people whose feedback will be valued by the 360 degree feedback participant
Support with experienced facilitation, coaching and programs
Support the participants with development opportunities
Help the participants to share their feedback insights with their colleagues and staff

Why is 360 degree feedback important?

Most people typically suffer from a lack of feedback at work
Feedback can be highly motivating and focuses attention
It is difficult to find time for true self-reflection in a busy work life
Feedback is the quickest, cheapest and most motivating development tool available
Feedback improves self awareness and minimizes ‘our blind spots’
Giving and receive feedback are essential skills