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Tips: Introducing 360

These notes are for HR practitioners who are introducing 360 degree feedback to their organisations for the first time.

 

Introducing 360 to Your Organisation

If you want to introduce 360° feedback into your organisation, it is essential to get top level commitment. The questions that follow are ones you should be able to answer in some depth if you are going to become an advocate for 360° feedback. Read them over, and ask yourself how confident you are of your ability to discuss these issues persuasively.

  • What is 360° feedback? How would you define it?

  •  What benefits would the organisation and individuals realise from this process?

  • What kind of information is collected about people in the 360° feedback process? What are the different ways to collect 360° feedback? Which would you recommend?

  •  For which organisational levels in your company is 360° feedback appropriate? Will people be required to participate? How can you allay their anxieties?

  • What methods can be used to present people with the feedback that has been gathered and to help them interpret the data? Which method would you recommend?

  • How can you ensure that people will take action on the feedback they have received and that ongoing progress is made?

  • How would you roll out a 360° process?

  • What resources do you need to make the effort a success?

  • What are the possible pitfalls involved, and how might you avoid them?

  • What are trust levels like in your organisation? Will people seek to help each other with perceptive, insightful feedback, or will they put little thought or effort into? Or worse, will they seek to give negative feedback?

  • How can you embed 360 so that it becomes part of the culture to give each other meaningful and supportive feedback?

  • What role can 360 play in your performance management process?

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