360° Feedback Process

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360° feedback is a very powerful and sensitive process because it increases an individual’s awareness of how their performance is viewed by others. 

When conducted properly, it can provide significant insight and motivation to change.

And, its very power means that it needs to be managed professionally as there can be significant costs both to the individual and the organization in getting it wrong.

It is during the planning phase that purpose, process and resources are established, and questions must be answered like ...

Does the organization's culture support the introduction of a 360° Process?

Is senior management committed?

Are the purpose and objectives clearly defined and agreed upon?

During the pilot phase, the 360° administration team will determine the extent to which the process and questionnaire are meeting their intended purpose.  

They will also assess and confirm that adequate resources have been allocated (i.e., human, financial, time and technology).

This very important phase ensures that the full-scale roll out goes as planned.

Implementing a 360° project can be time-consuming, with unforeseen bumps in the road.   

It is incumbent on HR and management to remain vigilant and ready to deal with the unexpected in a timely manner; most importantly keeping the lines of communication open for everyone involved.

Providing 360° feedback is arguably the most sensitive step in the process.  

The outcome of receiving feedback can be positive or negative based on the way the insights are shared.  

For this reason alone, many organizations choose to work with 360° feedback professionals.

The review phase should be planned from the beginning.   

The goal of this phase is to determine the project's efficacy. and to identify areas for future improvement.

To this end a formal data gathering methodology should be used to challenge subjective assumptions and to establish a culture of continuous improvement for all!