Staff 360° What's Involved

Here are the steps rolling out 360 degree feedback for your organisation:

• Discuss your exact requirement with our HR professional to ensure that the correct questionnaire for your team is used.
• Agree the list of participants, the subjects of the feedback and the timescale to complete the feedback.
• You send us the details of those who are to participate in the process, we configure your feedback and send invitations to all the participants.
• The invited participants log into the system and complete the questionnaire(s) that will be ready and waiting for them in their 'To Do' list.
• Once complete; the feedback is collated, commentry is added as appropriate and the finished feedback is presented back to you with the recomended actions required to complete the process. For complete security and discretion the collected feedback is never attributed to an individual, our systems ensure that feedback reports and developments plans are kept secure and that data protection rules are obeyed.

The viewpoint from the Chartered Institute of Personnel & Development (CIPD)

“It is important that people receive regular honest feedback on their performance. They should understand how their role contributes to overall organisational aims and objectives and how they are performing against agreed criteria. 360 feedback can enhance this process by widening the scope for information from the line manager relationship to embrace a wider range of opinion. However, it is important that this is carried out sensitively and fairly.

The individual should remain in control of the process and the output should be confidential. Those giving feedback should be encouraged to do so in an objective, positive way using examples to back up perceived opinion of performance. The confidentiality of all participants should be respected at all times and the feedback should be summarised and delivered to the recipient by individuals trained in feedback techniques. Recipients should always be offered support to act on feedback.

Done well, 360 feedback can significantly enhance the performance management process.”

What concerns will people have?

If individuals are going to trust the 360 feedback process, you must ensure that:

• Issues of confidentially are clearly communicated detailing who will have access to the data and for what purpose.
• It is clearly stated how feedback will be given and by whom.
• The process for identifying respondents is clearly set out with recipients having some opportunity to input.
• Both recipients and respondents are adequately briefed on the process, how to complete the relevant forms and the aims and objectives of the exercise.
• Adequate opportunity is given for people to comment and raise their concerns.
• People are not forced or coerced to take part by managers.
• Feedback is never attributed to an individual, feedback reports and developments plans are kept secure and that data protection rules are obeyed.
• The process is constantly monitored and evaluated, all concerns acted on and any changes adequately communicated.