360 Degree Feedback

What is 360 Degree Feedback?

360 degree feedback enables you to gather feedback from people that you work with. In other words, your manager, colleagues and those who work for you provide you with feedback about what it’s like to work with you. Questionnaires invite ratings and narrative feedback to provide detailed information.

In most cases, you are also required to complete a self-assessment. Feedback is confidential and anonymous. It’s usually managed online by a third party.

360 feedback
360 degree feedback

​The feedback report produced at the end will compare your self-assessment with the views of others. A trained specialist debriefs the report with you. Their role is to help you recognise the strengths and development areas identified.

 After that, you can build an action plan. 360 degree feedback, also known as multi source assessment, is a development tool. Therefore, it should never be part of an assessment. It’s one of the best ways to get personalised, accurate information about how others see you at work.

 

“Over the time we have been working with Talent for Growth, they have provided an extremely professional and efficient service in administering 360 degree feedback for us. The 360 tool itself has proved invaluable as part of our leadership programmes, allowing leaders to understand their strength and development competency areas in a clear and constructive format.

Talent for Growth are an important partner for us to support the growth of leadership capability in our business.”

—Rose Bevan
Learning & Development Manager, Taylor & Francis Group

What are the benefits of 360 feedback?

One of the greatest benefits of this process is that it increases self-awareness. It reveals blind spots and enables participants to get clarity about their strengths and development needs. Above all, the feedback is completely personal to each individual.
 
Individuals who don’t directly manage a team can also benefit from 360 feedback. However, it’s more like 180 degree as there are no direct reports involved. But, it can be particularly useful for those who are aspiring to a management position.
 
Introducing 360 degree feedback helps to create an open and transparent culture. In other words, it encourages both giving and receiving feedback across the organisation.
 
For best results, the questionnaire must reflect the organisations desired behaviours and values. This means that people get feedback about what matters most to the organisation. This also gives it excellent face validity.

Download our eBrochure

Provides more information about our services and approach and previous work with clients.

What are the risks?

360 feedback is one of the most powerful development tools. But it can also be damaging to individuals if not implemented with care.
 
It should always be used for development rather than performance management. Using 360 feedback as a tool to review performance is not good practice. Respondents are much less likely to be honest because of possible consequences. This makes the process a waste of time, money and effort.
 
Debriefing the report is a vital part of the process. There is a serious risk to the participant and process if this doesn’t go well. For example, if it’s a poor debrief, or there is no debrief at all. Then, it’s likely that the participant is left confused, hurt or even angry by negative scores or comments. Human nature tends to make us focus on the negative at the expense of positive feedback. Therefore, the debrief or coaching is extremely important.
 
In addition, people need to understand why they are doing 360 degree feedback. They should understand how it will support their development. If this doesn’t happen, engagement is low and the value reduces.

We answer your 360 feedback questions

What do questionnaires measure?

Questionnaires measure the skills, competencies and behaviours that enable you to be successful in your job. It doesn’t measure technical skills or personality.

What’s included in the price?

The price is fully inclusive of all administration, support documents and a telephone briefing for participants is part of the package.

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.

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 coaching. This keep energy and momentum moving.

A complete 360 package

​We remove all the hassle and provide a complete 360 feedback service. Thus ensuring that you get exactly the experience you want for your organisation. The package includes questionnaire design, briefings and communication materials. These elements get your project off to a flying start.

After that, we provide project management and debrief coaching. This can be face to face or virtual and enables people to understand their reports. Experienced, trained coaches make a big difference at this stage. Finally, we provide management reports using aggregate data. Prices are based on volume, so please talk to us about your project.

or a flexible package

We provide whatever elements of the package you need. In other words, we supplement the expertise and resources you have in-house. For example, we will train you to interpret reports and deliver powerful coaching.

Similarly, some clients ask us to provide coaching to senior leaders and the remainder are debriefed in-house. We always work collaboratively with our clients. So, whatever suits your needs, we’re happy to deliver in partnership with you.

360 Degree Feedback Report

Enables respondents to provide narrative text for each competency and shows scores by category.

Download  a sample 360 report

Our 5 Step Guide

Our comprehensive guide to implementing 360 for the first time. Full of tips and food for thought.

Download the 360 Guide

Comparative Report

An excellent way to assess ROI on development is to run a second 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.

Download a sample comparative report

Group Report

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.

Download a sample group report

360 feedback case studies from our clients

We are the University’s partner, providing a bespoke questionnaire and coaching to academic and support staff.

Bucks New Uni Case Study

We are the global partner to Taylor & Francis Group, providing a bespoke questionnaire and a full administration service.

Taylor & Francis Case Study

Working with top Companies

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