How you think you behave is only relevant if it's in alignment with what others see at work. Perception is reality.
360 feedback provides individuals with insights as to how those who work with them (e.g. direct reports, peers and senior colleagues) view their behaviour in accordance with your company’s values or competency framework. It builds self-awareness and highlights where visibility of important behaviours needs to be increased or decreased. When used effectively, it’s a tool that enables honest and constructive feedback.
There are a number of considerations to take into account when designing a 360 programme, including: confidentiality of responses, rater groups to include, how to provide feedback to individuals (particularly if it’s sensitive), whether to integrate data into performance management, oh and politics.
I’ve led on the design and delivery of 360 programmes for a variety of UK based and global companies (some of which are FTSE 100) and can help you with any stage of your programme.
- Programme design
- Selection of a 360 technology provider
- Questionnaire and scale design
- Participant and respondent briefing sessions
- Participant report feedback
- 1-2-1 coaching or development workshop sessions