It can be hard to know how to deal with negative 360 Degree Feedback . Sometimes people can be surprised when they receive unexpected feedback. The 360 feedback report may show lower ratings than they expected. Colleagues may make comments that surprise them. It could also be something they thought they were doing well – and it seems their colleagues don’t agree.

Another way in which the feedback could be surprising is that there may be a difference between how different ‘groups’ of colleagues rate them. For example, they might have high ratings for ‘Shares his/her learning with others’ from Peers. But the ratings from Direct reports may be a lot lower.

The great thing about 360 is that this feedback can help identify areas for development and action. This allows the individual to make some changes to improve her/his performance and working relationships.

360 can also provide unexpected positive feedback, i.e. areas where they are doing better than they thought.

In this short video, I explore how deal with unexpected 360 degree feedback, whether you’re the person receiving the feedback, or their coach or line manager.

360 is not an appraisal or exam. A lower than expected ‘mark’ does not mean you have failed. It may mean that your behaviours need to change for the better.

360 is subjective, that is, the perceptions of others. They may not always be correct. However, where a number of people are having a similar experience of working with someone, then this is important information.

By learning from their critical 360 ratings or comments, they have the chance to improve and develop. It’s important that as a line manager or leader, you support them to make improvements based on that feedback.

Offering one to one discussion of the 360 feedback can also be very helpful in how to deal with negative 360 feedback