360 Degree Feedback Resources
360 degree feedback is our core business at Full Circle Feedback. We are experts in all aspects of the process and have conducted 360 degree feedback projects for an extensive range of organisations worldwide. Many hundreds of thousands of leaders and organisational staff have participated in our 360 degree feedback process. We have a large array of 360 degree feedback resources. If you wish to find out more about our 360 degree feedback services, please contact us and we will be pleased to provide advice.
We wish to share a few resources below.
- What is 360 degree feedback?
- Leadership and 360 degree feedback
- The power of feedback
- Giving feedback
- Receiving feedback
- Return on Investment in 360 degree feedback
- How to successfully implement 360 degree feedback projects
- Feedback, change and leaders
- Different personalities and 360 degree feedback (pdf)
Our Methodology
What is 360 Degree Feedback?
Feedback is the cheapest, most powerful motivational tool at our disposal. Yet, people typically suffer from a lack of feedback throughout their working lives.
360 degree feedback (otherwise known as multi source feedback, 360 degree assessment or 360 degree review) is a comprehensive and structured way to obtain feedback from a range of others. Feedback is sought from different sources, like self, manager, peers, staff, customers or any other relevant group. The purpose of the process is to understand how others perceive you. Typically, feedback is anonymous and confidential apart from the manager's perceptions. 360 degree feedback provides a mirror into other people's perceptions and endeavours to answer the question:
You see yourself a certain way. The question is .... How do others see you? ... and ... How do you impact upon their performance?
The insights gained from 360 degree feedback can help to confirm that a person is on track or can provide insight that can be a catalyst for change.
The Value of 360 Degree Feedback
A range of key conclusions can be drawn about the value of 360 degree feedback.
- Every day, people make assessments of others. Yet how often do they turn their thoughts into constructive feedback. 360 degree feedback facilitates the process.
- 360 degree feedback helps people get on track (when effectively given)
- The sooner feedback is given, the sooner people can act.
- Prompt feedback allows people to change course if they need to, or forge ahead with greater confidence when told that they are on the right track
- Feedback can be very motivating and energising
- Feedback can sometimes be confronting
- Working without feedback is like setting out on an important journey minus a map or signposts. You may have a great sense of direction but this may not be sufficient to keep you on track
The 360 Degree Feedback Process
The360 degree feedback process at Full Circle Feedback involves:
- Defining the 360 degree feedback policies for the project (e.g. how the information will be used, confidentiality policies, rater selection, etc.)
- Designing, customising or selecting a 360 degree feedback survey
- Developing 360 degree feedback communications
- Engaging the participants in the 360 degree feedback process
- Selecting a group of people to provide feedback
- Asking people to complete the 360 degree feedback survey
- Producing a 360 degree feedback report
- Interpreting the 360 degree feedback to gain insights
- Producing group reports with aggregate 360 degree feedback results and facilitating team development workshops
- Providing ongoing coaching support and development
The Complexity of Giving Feedback
Giving and receiving feedback involves a complex set of skills. For many reasons, providing face to face feedback can be difficult.
- Lack of skills in providing feedback
- Concern about the person's reaction to the feedback
- Lack of time to provide the feedback
- Lack of confidence in providing feedback
- Fear of reprisal
- Inappropriate time to provide feedback
- Not a priority
- Performance and rewards based on other measures
360 Degree Feedback is Widely Used
The use of 360 degree feedback is growing rapidly for a number of reasons:
- Increasing complexity of working relations (predominantly due to technology)
- Continued drive for enhanced people performance
- Desire to ensure that investment in people is properly targeted
- Realisation that feedback is central to all change
- Organisational cultures are now ready
- 60-75% of employees believe their manager does not know what they do (and hence feedback from other sources is critical to development)
