Understanding and using feedback
Start building a culture of feedback in the organisation. This can include manager to team member and vice versa. Focus on how to give feedback on everyday tasks and achievements. In this way, it will become the norm. Provide training and support in how to give feedback in a positive and constructive way, even if you’re suggesting improvements.
In addition, offer support on how to receive and use feedback. This matters because people can often fear feedback. You can train people how to listen to feedback and learn from it.
Tailor the 360 and make it bespoke
When people understand the concept of feedback in general, they will be more prepared to use 360 Degree Feedback, that is, feedback from a number of colleagues. By tailoring the 360 to your organisation’s competencies and skill sets, you can make it more engaging and relevant. In addition, you will be able to link the behaviours to your organisation’s goals and KPIs.
See and understand the 360 as part of preparing for 360 Feedback
It’s really important to provide everyone with information on the 360 before you start to use it. It’s critical to fully brief the reviewees, who will be receiving feedback. This is because they need to see what questions their colleagues are going to be using to provide feedback. They will also be completing a self-review. We recommend showing reviewees a sample of the report that they will receive. This will help them to visualise how their own feedback will be presented.
We recommend that reviewers (raters), also see a sample report. This should give them reassurance that the reviewee will only see the feedback, not who gave the feedback.
Preparing for 360 Feedback is one of the most important success factors in your feedback strategy.
For more information on 360 feedback, please contact us.
Track 360 is a online software tool you can customise to your organisation’s unique competencies. To find out how it works, and request a trial, click here.