360 Degree FeedbackUnleash the power of 360 feedback
What is 360 Degree Feedback?
360 degree feedback is an online process that allows you to gather confidential, anonymous feedback from people that you work with. Your manager, your colleagues, those who work for you and other stakeholders can all provide you with feedback. In most cases, you are also required to complete a self-assessment. The report produced at the end will compare your self-assessment with the views of others. Your 360 feedback report should be debriefed by a trained specialist to help you recognise the strengths and development areas that the feedback highlights. From here, you can build an action plan. 360 feedback is a development tool and should only be used as such. It’s one of the best ways to get personalised, accurate feedback about how others see you at work.
A complete 360 feedback package
We remove all the hassle and provide a complete end to end service ensuring that you get exactly the 360 experience you want for your organisation. As part of the complete package, questionnaire design and participant briefings are free of charge. The package includes initial consultation to understand your requirements, questionnaire design, briefings and communication materials, project management, progress reports, a choice of 2 styles of 360 reports, 360 feedback coaching – face to face or virtual and management reports using aggregate data.
Where you have the expertise and resources in-house, we can provide whatever elements of the package you need. If you want to deliver feedback coaching yourselves, we will train you to use the reports and deliver powerful debriefs. Some clients ask us to provide feedback coaching to senior leaders and the rest of the participants get debriefed internally. We work collaboratively so, whatever suits your needs, we’re happy to deliver in partnership with you.
Our 360 degree feedback reports
A choice of 2 reports to suit differing requirements, Both are easy to interpret whilst robust and data rich. We administer the process via our intuitive, user friendly, online system.
Has a great visual overview using a spider diagram and identifies anonymous, individual scores.
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Additional reports that add value
Provides colourful, easy to interpret reporting using anonymised, aggregate data. Reports can be produced for different population groups and show themes and patterns in strengths and development areas.
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An excellent way to assess ROI on development is to run a second 360 report approximately 1 year after the initial one. A colourful, traffic light report highlights areas of improvement, no change and where further effort may be required.
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What are the benefits of 360 feedback?
One of the greatest benefits of 360 feedback is the way that it can increase self-awareness. It removes blind spots and also enables participants to get real clarity about their strengths and development needs.
Non-managers can also benefit from 360 feedback although strictly speaking, it’s more like 180 feedback as there are no direct reports involved. However, it can be particularly useful for those who are aspiring to a management position.
Introducing 360 feedback can play an important part of creating an open and transparent environment where giving and receiving feedback is welcomed and becomes part of the culture.
A bespoke questionnaire that is built around the organisations competency framework, desired leadership behaviours and values ensures that people are rated on those things that matter most to the organisation. This also gives it excellent face validity.
The personal nature of 360 feedback means that everything in the report is relevant and of value to the individual.
What are the risks of 360 feedback?
360 feedback is one of the most powerful development tools. But it can also be damaging to individuals if not implemented carefully.
It should always be used for development rather than performance management. Where it’s used as a tool to review performance, respondents are much less likely to be honest because of possible consequences. This makes the process a waste of time and effort.
When the report is not debriefed by a trained specialist or, worse, there is no debrief at all, the participant can be left confused, hurt or even angry by negative feedback. Human nature tends to make us focus on the negative at the expense of positive feedback. The debrief or feedback coaching is extremely important.
People need to understand why they are doing 360 feedback and how it will support their development. If this doesn’t happen, engagement is low and the value is reduced.
We’ve answered some common questions about 360 degree feedback
We’re always happy to help with questions and to share our expertise and experience.
What does 360 feedback measure?
360 feedback measures behaviour, skills and competencies that enable you to be successful in your job. It doesn’t measure technical skills or personality.
How do you guarantee confidentiality?
When working with us, the data sits on a third party server and cannot be accessed. As external coaches we guarantee that all feedback discussions are confidential. Finally, respondents are clustered by category so are anonymous.
What's included in the report price?
The price for reports is fully inclusive of all administration, support documents and a telephone briefing for participants is part of the package.
How long does the process take?
We recommend allowing a total of 6 weeks from launching the process and briefing participants through to the production of reports and feedback coaching. This keep energy and momentum moving.
Please take a look at the documents here to get additional information about our reports, our approach and an invaluable guide to introducing 360 degree feedback for the first time.
Provides more information about our services and approach and previous work with clients.