Definition and benefits

Most often involves feedback being given to an individual by his / her boss, direct reports and colleagues, combined with a self assessment. Sometimes feedback is also sought from customers and other people external to the organisation such as suppliers, consultants and collaborators.

The most common purpose is to aid the development of the recipient. This may be in the context of an annual process, a development event or of a process of culture or organisational change.

Specific benefits (especially in contrast to traditional appraisal) are:

• Combined opinions are more balanced than a single view. Some organisations have seen 360 as a way of countering managers’ perceived unwillingness to give negative feedback.

• Some competencies (e.g. in relation to leadership and management) are best judged by direct reports and peers rather than by line managers. And in dispersed organisations managers may have limited opportunities to observe their direct reports’ behaviour.

• It supports the increasing use of team, project and partnership working.
• Combined opinions are more difficult to resist or deny and may provide a stronger impetus to personal change.

• It helps to create a more open culture.

How is it supposed to work?

This process needs to be understood and managed in an end-to-end way if the full benefits are to be gained: one reason for the disappointment some organisations have felt is that the focus has often been on the mechanics of collecting the feedback at the expense of the full process of turning it into improved performance.

Distinctive features of our approach

• Guided by an agreed skills framework.

• Web-based delivery in conjunction with our partners Bowland Solutions.

• Emphasis on commentary and personal feedback, rather than numerical ratings.  The two key problems with the widespread use of averaging are that it is often invalid as a form of measurement and that it conceals important information about the spread of responses. See our white paper for a fuller discussion.

• Clear guidelines on how to give and receive feedback (available for download).

• Facilitated debrief to maximise the value of the process.

How we can help

• Review and refine your existing 360 process to make it deliver greater benefit.

• Work with you to introduce a new system tailored to your organisational needs.

• Help you migrate an existing paper-based 360 degree feedback system to online delivery.

NEW self-service 360 (MyOwn360) coming soon – choose your own competencies and respondents >>>> Visit the MyOwn360 web site

or complete an enquiry form and find out how we can help you manage 360 degree feedback in your organisation.