What is 360 degree feedback?

• 360 degree feedback (360 feedback) provides managers and individual employees with information about their skills, performance, and working relationships
• A good 360 feedback is well designed and easy to use (multilingual, W3C-compliant) as well as to administrate; aligned with organisational objectives and values; asks relevant, job or management level specific questions; deals carefully with issues of confidentiality and trust; keeps data secure; has vocal and even visible management buy in and support
• Is particularly useful as a base for constructive discussion about personal development plans

Why use 360 feedback?

• To get a ‘360’ picture of the competence and performance of an employee or manager
• To make a difference to the individual and how they perceive and manage themselves
• To improve performance, engagement and retention

How does 360 feedback work?

• Anonymous individuals (respondents) answer short job-relevant, rated questions (often including free text) giving constructive/helpful feedback about colleagues (recipients)
• Report summaries are then generated to show (often graphically) competencies, as perceived by all those involved

How People Resolutions can help:

• Planning: Agreeing the rationale for conducting pre-360 behaviour and competency assessments
• Prevention: Designing and deploying white-labelled 360 portals that fit values, competencies and business drivers; training HR and managers to play their part in the success of 360 feedback initiatives
• Resolution: Resolution of individual 360 feedback issues and potential conflicts or grievances through facilitation, consultancy, professional Mediation and expert Investigation
  
  

To discuss further, call us free on 0800 6125 110, email This e-mail address is being protected from spambots. You need JavaScript enabled to view it or download our fact sheet.