360° Feedback Diagnostics

A process which provides an invaluable, impartial insight into an employee’s capabilities, 360° feedback is a system in which individuals receive confidential, anonymous feedback from their colleagues and people who work around them. This typically includes the individual’s manager, their peers and persons they report to directly.

Managers and leaders within organisations frequently use 360° feedback surveys to get a better understanding of their own strengths and to identify potential areas for personal development.

Typically the 360° feedback requires a cohort of between eight and twelve people who are invited to complete an anonymous online questionnaire, with questions covering a broad range of workplace competencies. This includes questions that are measured on a rating scale and respondents are also asked to provide written comments where appropriate.

The ‘subject’ (the person for whom feedback is being collated) also fills out a self-rating survey that includes the same questions that others receive.

The 360° feedback system automatically tabulates the results and presents them in a format that helps the recipient create a personal development plan, often assisted by a coach or mentor who will help interpret and position the feedback.

360° feedback provides tangible measurement of behaviours and leadership capabilities, and facilitates confidential, honest and direct dialogue on how others perceive an employee.

Benefits of 360° Feedback

The 360° feedback addresses skills such as listening, planning and goal-setting, providing focus on subjective areas such as teamwork, character and leadership effectiveness.

Developed in conjunction with the client, the leadership capabilities define the key behaviours required of leaders within the organisation for both the present and the future.

A benefit to the organisation is that, through discussion about what competencies the role/s involve, clarity on is gained on the areas of leadership the business needs.

This enables investment in internal staff, who are cognoscente to the culture, systems and procedures of the business, rather than seeking new, external people at a greater cost who may or may not be the best fit.

A primary benefit for the individual who is the focus of the feedback is highlighting disparity and agreement between their own and other’s perceptions. The 360° process provides a ‘mirror’ with a weight of evidence which cannot be disputed.

Acorn also finds that a well-developed 360° promotes an organisation to recognise the key leadership behaviours required: many respondents asked to complete the questionnaire for a colleague become aware of their own development and begin to focus on their behaviour.

Fully Managed 360° Feedback

The 360° feedback process is a tool that we can use across our coaching and training programmes, for leadership teams and individuals, depending upon the requirements of the organisation.

Rather than being a stand-alone or off-the-shelf ‘product’, we manage the 360° feedback process as part of a wider programme of activities. We are involved in writing the questionnaire, circulating invites and reminders, and collating responses.

This approach not only means the feedback is relevant and focused, but our interpretation of the scoring and commentary put the findings into actionable context for further development. You’ll also appreciate that this ‘managed’ approach to 360° feedback saves on your valuable time and that of your colleagues.

If you would like to find out more about our 360° feedback provision and how it can play a part in the development of your leaders, please get in touch.