Top 10 priorities on how to implement a successful 360 Feedback survey
- 1. Clearly articulate what the objectives and the benefits of the survey are and how they are linked to your organisation’s objectives. Consider up front what the next steps are going to be after the survey has closed – these might include development plans, training, coaching or stretching projects
- 2. Take into account sensitive ethical issues and best practice considerations. For example, enough responses should be gathered in order to maintain feedback anonymity and to provide the richest possible picture
- 3. For consistency, fairness and to ensure there is no ambiguity, rating should be done against a well established competency framework, using behaviourally based statements and an appropriate rating scale
- 4. To promote the message that the 360° feedback process is valued by the organisation you should begin with the top management. If your organisation is very large, consider a phased roll out
- 5. Adapt the questionnaire to the respondent’s language and culture. Behavioural expectations will vary from one country to another and failing to take this into account could result in inaccurate ratings and emotional distress for the individual
- 6. Choose a suitable timing. Ensure that those involved will have the time to give the survey proper attention. Consider synchronising it with the launch of the annual corporate training and development plan
- 7. Adopt a phased approach to ensure that respondents aren’t going to be over burdened with requests to provide feedback. The quality of the feedback may suffer if this can’t be achieved
- 8. Use technology to reduce the burden and cost of the surveys and to ensure the accuracy of the feedback reports. Inaccurate reports can be devastating for the individual concerned
- 9. Give feedback to the individual as soon as possible after the survey has closed. The feedback meeting must be confidential and must focus on strengths as well as areas for development. The provider must be trained, or if possible use an external trained facilitator, as this creates a greater sense of openness in which the individual can explore their results
- 10. Finally, and most importantly: communicate, communicate, communicate. At every step of the process ensure that your communications are clear and informative. Tell people what is expected of them before, during and after the survey. If you are going to use the results to inform your organisation’s talent and development strategy make sure that the results and actions are communicated to everyone involved.
Frequently Asked Questions on 360 Surveys
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