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Strategically Develop a 360 Feedback Process

Maximize 360 feedback effectiveness through purposeful planning and implementation.

  • Poor feedback skills result in raters providing feedback that is vague and inaccurate and ratees being unable to interpret and respond to the feedback effectively.
  • Lack of follow-through by ratees negates the purpose of the process, making the entire assessment a waste of time and resources.

Executive Summary

Critical Insight

A 360 feedback assessment is more than just a plug-and-play assessment. A clear definition of its purpose supported by a strategic roadmap is required to maximize the benefits to both employee development and organizational goals.

Impact & Result

  • Thoughtfully design and implement the 360 feedback process for developmental purposes to overcome common obstacles and realize employee and organizational benefits such as retention and engagement.
  • Evaluate if the organization has foundational elements in place and is culturally ready for 360s to ensure they have a positive impact on employee development.
  • Provide sufficient training so ratees and raters understand the purpose, their role, and how to provide and interpret relevant feedback.
  • Ensure ratees create an employee development plan, have the opportunity for targeted learning and development, and receive the support they need to address feedback.

Research & Tools

1. Prepare for 360 feedback

Confirm foundational elements are in place and define the assessment’s purpose.

2. Define scope and design the assessment

Determine criteria to participate, select competencies, cadence, and the process including accountabilities.

3. Plan for assessment launch

Determine communication and logistics for training to launch the assessment.

4. Interpret and use feedback effectively

Prepare to debrief on results and support development plans, then use the aggregate 360 report to analyze learning and development needs.