3 Things Every Organisation Should Do Before Launching 360° Feedback
8 Apr 2019 - Blog
“There are three things extremely hard: steel, a diamond, and to know one’s self.” Benjamin Franklin
Imagine viewing yourself in a certain way for a long time only to be told people see you really differently.
When starting 360 feedback, if you are not prepared to receive critical feedback its easy to turn away from the processes and the source of the threat. There’s a real emotional risk here.
Ensuring you do the right things before and after the 360 feedback process is essential to reducing the emotional risk and ensuring feedback lands well. Under preparing risks skeptical participants and a lack of confidence in the programme.
Create a 360 feedback programme that measures the competencies that are relevant to your organisation. If the behaviours you are measuring are not relevant or hard to respond to then it’s likely you’ll not only head down the wrong path but disengage participants too. The more relevant it is, then the more useful participants will find it.
On-board participants a few weeks before the process begins:
The 360 report is only useful to the extent that it gets accepted and acted on. If no plan is set following the feedback then expect no change in behaviour. The best way to do this is to ensure a 121 session is already in the diary before the 360 feedback process even begins. A 121 session with a coach or consultant will help:
We’re often asked how to run a successful 360 feedback programme. Having buy-in from the start and well-planned follow ups are usually the catalysts for getting it right. That’s why our consultants support the roll-out of 360 programmes with proper participant and user onboarding, then coach through follow-up – ensuring everyone accepts and harnesses the power of feedback to help develop and improve.
Find Out More About our 360 service
Thanks to Costa Antoniou for this piece.
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