360 Degree Feedback Surveys
360 Degree Feedback Surveys are an extremely effective way for individuals to gain feedback on their strengths and development needs. The benefits of receiving feedback are many, but include:
- Feedback gives us more information about the impact we have on other people.
- And so, a better chance of getting the outcomes we want.
- Knowing about the way we are today, we can plan better for the way we want to be tomorrow.
As you can see from the above image, there are things we know about our strengths and developments and things we don’t. The purpose of feedback is to increase the size of the ‘open’ window (see below), so that you are able to work on developing these areas further
The most frequent way people receive feedback at work is from their line manager in 121s or appraisals
Whilst any feedback is useful, this method has a number of possible constraints as you can see. However, the 360 Model (see below) allows for a much wider range of feedback from people that see you in a variety of different circumstances. As such, it is not only better at identifying themes, but at pin-pointing whether you behave differently with different people / in different surroundings
The benefits of 360 Degree Feedback over appraisals are:
- Self-managed
- Perceptions from around participant
- Boss, Peers, Staff, & Self
- Predefined questions
- Personal Report
- External Support
- Confidential
- Unique opportunity for feedback
- Focus for development
A 360 Degree Feedback process is usually undertaken as part of a leadership or management development programme, but it can be equally useful for internal recruitment / promotions. This process is most effective when the participant receives a detailed report, has a feedback meeting with an external coach and then a development meeting with their line manager to plan next steps
At Pearlcatchers, we can help you with all aspects of 360 Degree Feedback Processes, from designing a set of competencies, writing a set of questions to match an existing framework / role description, briefing participants on the process, collation of questionnaires (which can be entered online), production of feedback reports, facilitation of feedback sessions, summary reports for an entire group of participants and even design of a programme of development modules to deal with any major gaps in skill levels.
