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How 360° feedback makes a difference.

Implementing or upgrading your business' 360° Feedback process? Here is a handy Before – During – After checklist of points and questions to answer to ensure you adopt good practices.

BEFORE

The secret of implementing an effective 360° is in excellent planning. Get this right and the rest should be smooth. Get it wrong and at worse it could be an expensive waste of time and credibility.

Who is going to manage and carry out the exercise? Consultants? HR? Others?
Be clear on the goals/objectives. Are they developmental, for assessment, or a combination of both?
Who is to be included and why? Communicate clearly and openly to them about the objectives. Also be prepared to communicate to those who will not be included and why. Prepare FAQs.
What will be the level of confidentiality of the data collected?
What is the content of the questions going to be based on; existing competencies, new competencies or a set of areas and questions to meet the specific goals?
What will the questionnaire contain; the need for quantitative data, or qualitative, or a mixture of both? Will you use an existing set of questions or design your own? How many questions? The questionnaire should not be so long as to seem like a chore.
Respondents should be encouraged to illustrate or support their views with examples.
Will those who are having the 360° done on them be asked to complete the questionnaire for contrast and to compare their self-evaluation with that of others?
How is the exercise going to be carried out, ie. the methodology of collecting data; face to face, telephone, electronically, or a blend of methods?
Ensure instructions to respondents who will be providing input are totally clear to them.
How will the data be collated, analysed, presented and communicated/ fed back?
What are the next steps once the feedback has been given to those who participated?

DURING

Make sure respondents understand the importance of not letting themselves get distracted when providing their input.
Enforce agreed time-frames to ensure definite start and finish dates to the exercise.
Be prepared to clarify and answer queries from participants.
Ensure that the results are reviewed by more than one person to reduce the possibility of bias (intended or unintended) in analysis.
There should be some form of face-to-face and/or telephone-based feedback of the results to ensure an opportunity to discuss it.
Maintain agreed confidentiality requirements at all cost.
lf the expected output of the feedback exercise is to prepare development plans and/or other actions, ensure this is done while the feedback is fresh in mind.

AFTER

Complete and aggregate a company-wide analysis of the individual results. This may help in identifying organisational as well as individual strengths and weaknesses.
Carry out a review of how the whole process has been planned and implemented; the good and negative points. Decide what can be enhanced for the next 360° process.

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