360 Degree Feedback | Training to Achieve

360 Degree feedback is it for you?

November 16th, 2010 | Author: Alison Miles-Jenkins

Does your 360 degree feedback process really hit the mark?

Dear Reader

You know how important the feedback process is, and that structured feedback is vital for leadership and team development. It plays a crucial role in:

Motivating and valuing individuals
Improving communications
Relationship building
Personal development

It’s important whether you are going for Investors in People recognition, looking to improve your performance management, or keen to ensure you get the business benefits from strengthening the skill sets, attitudes and behaviours of your employees.

But all this can only happen if the 360 degree feedback process works well from start to finish.

Alison
Miles-Jenkins

BA FCIPD, Consultant, Trainer, Speaker, Coach

Managing Director

Training To Achieve

(UK) Ltd

Turning professionals into more successful people managers and business owners since 1990

Achieving a successful 360 degree feedback process

To give you a helping hand here are some tips to help you achieve success with your 360 degree feedback processes.

Having recently teamed up with a leading provider of a 360 degree web-based feedback tool, these tips show you how to use 360 feedback for goal setting and development planning.

8 tips for a successful 360 degree feedback process

Read the 360 degree feedback report before your meeting to pick up on key areas such as identified strengths, development needs and other general comments.
Ensure the staff member has seen the report before the meeting.
Use your coaching and questioning skills to ensure the individual is in the right frame of mind to take all the feedback (positive and negative) on board. They should understand how it’s been designed, collated and measured and be comfortable that the people giving the feedback are qualified to do so.
Discuss the individual’s views on their 360 degree feedback and ensure you cover any questions, problems or issues they may have before moving on to the goal setting work.
Discuss the organisation’s, group’s or team goals the individual will be contributing towards and help them state how their own goals will contribute to these.
Reset or restate the individual’s goals in terms of their development as well as their work-related activities. For example if leading the team is something the individual wants to get better at in order to achieve the team’s objectives, then what specifically are they going to do, and in what time frame?
At the end of the meeting ensure the key 360 points have been covered and included in the development plan.
After a couple of weeks follow up to make sure the individual has started to put in place the learning, development or actions they need to start working towards their goals. Catch up with them every few weeks, even it’s only for a chat to keep them on track and remind them about their goals.

If you’re looking to simplify and improve your current approach, sign up here and we’ll be happy to give you a free demonstration of a fantastic leading edge 360 tool.