Do you know what makes for Good Practice in 360 degree feedback?

When looking at helping your employees focus on their development or for planning learning and development intervention, 360 degree feedback is often the ‘go-to’ tool. 

Taking a step back, how is your 360 programme working for you? Are you getting high quality feedback and reviews being given? Are action and development plans being implemented? Is there buy-in across the organisation? Is there more you could be doing to increase what you get from 360?

360 isn't new – but 360 reviews have dramatically changed over the years. Clearly there are the time saving and data accuracy benefits gained from ‘going online’ but there’ve  been huge steps forward in understanding what makes for about a successful introduction and implementation of 360.

We’ve all learned what works and what doesn’t – and how we can best get valuable, reliable feedback from reviewers that makes a real difference. We’ve learned how to bed down 360 and how to ramp up development.  We’ve witnessed the move away from 360 being seen an admin chore, to one of value and meaning.

Our Talent User Group shared their practical and pragmatic learnings; not all organisations have the resource to do some things so they worked together on how to overcome some of the challenges they faced. And we pulled these learnings together and combined it with our own experiences  as both implementers of 360 with our clients, and as feedback providers ourselves, into a Good Practice Guide for 360 degree feedback . And you can get hold of this now.

It’s certainly a comprehensive document; why not access the first section to see if it’s for you.

In the complete Guide we look at:

• What is 360 degree feedback – and the benefits of a great 360 programme
• What to do when you’re first thinking of introducing 360 with regard to building the case for 360 and how to get buy-in from stakeholders
• How to get started by focusing on a group of people, the timeline and how you communicate this
• What to look for in an online 360 system to make sure it is right for your organisation
• How to design your 360 questionnaire to be relevant and easy to use
• Preparing the participants, reviewers and line managers for the 360 degree feedback process
• How to get the highest response rate you can, with the best quality feedback and ensuring consistency and fairness between the facilitators
• Analysing the feedback ready for the review session
• Tips on how to prepare for (and manage) the review session – for both the facilitator and the participant – and things to look out for
• How to take action as a follow on to the review session and translate the actions into a development plan

But this Guide, while thorough in its own right, is just a starting point.  

There is so much more we can share – and do share – so get in touch to start the conversation.