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360-Degree Feedback Program

The Critical elements of an effective 360-degree feedback program

A well-executed 360-degree feedback program is a transformative tool for professional development.

360-degree feedback programs empower participants to achieve significant personal growth by fostering self-awareness and aligning individual goals with broader business objectives. However, realising the full potential of 360-degree feedback requires careful planning and meticulous execution.

Here are eight critical elements to ensure your next 360-degree feedback program is a positive and constructive experience for everyone involved.

  1. Purpose and Design

Begin by establishing your purpose for the 360-degree feedback program. The primary goal should be to provide useful and actionable feedback to help people improve.

We recommend the Korn Ferry 360 Feedback Survey (KF360) because it contains leadership competencies  directly related to effectiveness at work and in careers.

Therefore, it helps people pinpoint their key strengths and most significant development opportunities.

  1. Briefing Participants

Clearly communicating the intent of the 360-degree survey, who owns the data, and how the results will be used establishes the right mindset for approaching the survey.

Participants need to know what is expected, how to invite their raters, and the steps to follow up on their feedback. Raters also need guidance on responding effectively.

  1. Selecting Raters

Participants should select 8–12 individuals with whom they regularly interact, ensuring a balance of people who have observed them in multiple performance situations.

It is standard practice for the organisation to approve the selection; participants then invite their raters personally.

  1. Ensuring Confidentiality

Honest and unbiased 360-degree feedback relies on rater anonymity and confidentiality.

When raters believe confidentiality is compromised, average scores tend to be inflated, and the range of scores (highest to lowest) narrows.

KF360 reports are designed to address this concern. Only the feedback from participants and their direct manager(s) is identifiable. Input from all other raters is reported in groups of two or more.

  1. Individual Feedback Sessions

360-degree feedback delivered positively, sensitively and non-judgmentally greatly increases participant acceptance and motivation.

Feedback must always be delivered by a qualified and experienced feedback coach.

  1. Appropriate Timing

Choose the right time to launch the program. Avoid launching it during your busiest season or when major events are happening.

Participants and raters need adequate time and mental space to engage meaningfully with the process.

  1. Action Planning and Follow-Up

Participants should receive guidance on developing action plans  based on feedback, which they can then share with their manager.

Integrating accountability for development from the start increases the likelihood of meaningful development conversations and follow-up plans between participants and managers.

  1. Measuring Results

To gauge the program’s effectiveness, track completion rates, collect feedback from both participants and raters about the process, and observe behavioural changes over time.

This data will not only facilitate program refinement but also showcase its value to the organisation.

For more information on how you can implement best-practice 360-degree feedback, please reach out to us.

FAQs

360-degree feedback is an excellent tool for personal growth, offering insights from all angles—your boss, coworkers, team members, and others who know you well. This broad feedback gives you a complete picture of your strengths and areas for improvement.  
The process typically includes a confidential online survey to evaluate your skills and abilities. Sometimes, it involves private interviews with leaders, peers, and team members, guided by a skilled coach, for a more in-depth understanding.  
Truly effective 360-degree feedback keeps the data confidential, focuses on job-relevant skills and behaviours while clearly highlighting both strengths and areas of potential growth for the participant.  
It fosters a culture of open and honest feedback, providing actionable insights that empower people to create personalised development plans. This, in turn, allows them to enhance their overall performance and maximise their positive impact within the organisation.  
360-degree feedback can be repeated after 18 to 24 months. This gives people enough time to work on their personal and professional growth. The interval allows participants to reflect on the feedback, pinpoint areas for improvement, and make necessary changes.   
During this time, individuals can focus on learning and improving their capabilities before the next evaluation. Repeating the feedback process regularly helps track progress and encourages ongoing development and improvement within the organisation. 

Discover ways to create an effective 360-Degree Feedback program.

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