Considering using 360-degree feedback? Getting input from others about one’s work performance can be illuminating but it can also make those participating very nervous, at best! Perhaps more than any other intervention, 360-degree feedback assessment needs to be done right to be effective (rather than destructive!). Here are 10 Tips for Running Effective 360 Degree Feedback Exercises!!
1. Nominations – Be sure to check the raters selected by the participant to make sure that they include key contacts and not just “friends” (i.e. hand-picked friendly contacts) who will not yield real and candid constructive criticism as well as key strengths.
2. Limit the number of raters – Don’t go overboard sampling too many contacts; research shows that 8-10 high-quality raters will give the best results and not “water down” the results.
3. Include development suggestions – Make sure you pick a tool that does not just report results, but also gives the participant ideas for lifting performance in his/her lowest areas so that development planning ensues after the exercise.
4. Debrief in person – Don’t just send or hand someone their report; make sure you have a trained de-briefer go over the results with the person one-on-one to help them absorb and properly understand the data as well as help them process emotional responses.
5. Beware of over-rating fatigue – If you are running a large-scale 360 you may run the risk of asking raters to rate several to many people within a short amount of time. This lcan easily lead to rater fatigue and individual results can suffer!
6. Length and depth of the survey – Sure, you want a comprehensive survey, but be careful not to tire your raters! may be better to choose a shorter survey than a longer one for best results – not more than 15 minutes to complete each one is a general rule-of-thumb to use.
7. Confidentiality – Be absolutely clear about who will have access to the results! Managers may want to see the output reports but if you decide to let them you MUST tell the person being rated this up-front. If you guarantee confidentiality then you must strictly maintain it - no exceptions.
8. Development planning comes later -- Don’t expect the 360 participant to dive into creating a personal development plan right away; let the data sink in for a few days to weeks before attempting the next step – gap filling and improvement efforts.
9. Encourage two-way communication with the person’s manager/leader – One of the key benefits of 360 exercises is the discussion that can take place (at the participant’s invitation, ideally) after the data is received. This discussion should focus on how each party views the job priorities and plans for fine-tuning these over the next 6-12 months, NOT what is wrong with the person.
10. Expect some grumbling – Anyone who participates in a 360 is likely to experience some negativity; no one likes to be judged or hear that they are less-than-perfect! Acknowledge this up-front, stress the benefits for goal-setting, and know that 360 data is a “slice of life” – a moment in time that is unique and not the entire story.
ReadytoManage offers many of its assessments and profiles in 360 format. Our two most popular and broadbased 360 degree instruments are our online Leadership Effectiveness Profile and online Management Effectiveness Profile. Check them out at the ReadytoManage Webstore at http://www.readytomanage.com/ You can see sample output reports on the "samples" tab of the product descriptions.
Or, try one of our other online profiles in a 360 degree format and practice the skills above: Change Management Effectiveness; Coaching Effectiveness Profile; Communication Effectiveness Profile; Creativity and Innovation Profile; Goal and Objective Setting Profile; Listening Effectivness Profile; Networking and Relationship Building Profile; People Development Profile; Problem Solving Effectiveness Profile; Quality Effectiveness Profile; Safety Effectivness Profile; Service Effectiveness Profile; Stress and Wellness Profile; Team Building Effectiveness; Time Management Effectiveness; Workplace Ergonomics Profile.
We also offer the "Situational" instruments in 360 degree format including Situational Communication, Situational Leadership, Situational Problem Solving, Situational Interviewing and Situational Presentations. All can be found in the "assessments" section of our Webstore at http://www.readytomanage.com/
The 360 degree feedback is the most effective way to give them information about hard to measure aspects of their performance. With a flexible feedback platform you can address a wide variety of survey and assessment needs.It is an innovative new development that helps the appraiser to get a fuller view of the one being evaluated Our whole philosophy is based upon understanding your company’s culture and processes to build the right solution for you 360 degree feedback.
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