Structuring 360 feedback sessions: the questions to ask

The structure of a 360 degree feedback session can help or hinder the conversation - but what works well?

We’re currently working on a Good Practice Guide, but as a starting point, take a look at the following outline and the question prompts which we have found to be useful:

 1. Contracting - to gain trust, acceptance and the right to deliver feedback

• What do you want to get out of this session?
• What, for you, would make this a productive meeting?
• What do you want to have by the end of this session?
• Tell me a bit about your role.  What are the key deliverables?  What are the biggest challenges?
• What is happening in your job at the moment?
• Who are your peers?
• What situations do they observe you in?
• Who are your ‘customers’? What do they see you doing?
• Tell me about your relationship with your manager.
• Tell me about your team.

2. Overall Impressions - to set the tone and depth of issues to be discussed in the meeting

• What overarching themes emerge?
• Is there anything unexpected or upsetting in your feedback?
• Are there any nice surprises?
• What was your first reaction to the feedback?
• What do you take from the summary charts and graphs at the beginning?

3. Detailed feedback

• What seem to be your key strengths?
• What seem to be your main areas for development?
• Which items stand out for you?
• Where are the biggest gaps?
• What patterns emerge in the way that different groups have rated you?

4. Qualitative feedback - to examine and explore written comments from reviewers to see what insight they might offer and how they might add to the numerical feedback

• Are there any consistent or repeated messages?
• How do the comments support (or contradict) your overall impressions, your key strengths or areas for development?
• Do any of the comments provide you with a clearer picture as to why you have been given particular ratings?
• Do any of the comments provide suggestions as to things you could do differently, specific developmental actions, or quick wins?
• From the comments, what seem to be your key strengths?
• From the comments provided, what seem to be your main areas for development?

 5. Action Planning - to determine key priorities, resources, stakeholders and specific actions and timeframes

• What changes can you make right now?
• How could you make better use of your strengths?
• How could you use your strengths to develop in other areas?
• How would you summarise your feedback?
• What do you think are the key messages?
• What stands out for you?
• What support will you need to take this forward?
• Which organisational resources can support you in your personal development?
• What are you going to take away from this?
• Which areas are you going to focus on?
• When are you going to collect feedback again?  From whom, and how?
• How will you know if you are making progress?
• How are you going to ensure you get maximum value from this feedback?

You may like to read the full article below.