360 degree feedback is a key talent management activity enabling employees to receive anonymous feedback from those with whom they work including their manager, co-workers, direct reports and, sometimes, customers and suppliers.
When delivered online, it needs to be efficient and easy-to-use so that informative data can be gathered, analysed and reported meaningfully to those taking part.
But what is a good online 360 process?
- There is support for the 360 from across the organisation and senior stakeholders are fully engaged.
- The process is clear, mapped out and communicated well across the organisation.
- Participants and reviewers are clear in what needs to be done - and are committed to the entire process.
- The 360 assessment itself reflects the person’s role and the competencies needed, using the language understood by him or her.
- There is a considered selection of reviewers or raters so that only people who work with, or have observed the person at work, are offering relevant commenting.
- The quality of the 360 feedback given by the raters is reviewed.
- The participant and facilitator prepare for the feedback session.
- A choice of presentation format of the feedback so that it makes sense to and has meaning for the person.
- The feedback session results in action and this is ‘owned’ by the participant.
You can learn more by requesting our Good Practice Guide to 360 degree feedback below, or take a look at our short video showing our own Talent 360® software.