Only 4% of organisations say they’re excellent at using learning data to inform business decisions (1). That’s a missed opportunity. This article describes how 360 Feedback can support all aspects of organisation growth.
360 degree, or multi-source feedback, can be a powerful tool for individual development, as it can identify strengths and development needs and provide a powerful pathway for behaviour change at both individual and group level.
Aggregating individual data
Using the aggregated statistics from individual 360 degree feedback can be an efficient and smart way to drive organisational growth. The individual data is already available; by aggregating and grouping the data by team, department, region or role, you can access tangible and measurable insights for succession planning, recruitment, employee retention, and a holistic overview of the key skills gaps.
And now it’s never been easier to run 360 degree feedback at scale, giving organisations a huge amount of valuable data.
Unlocking the value: 360 Degree Feedback that is aligned to the organization’s DNA
Maximising the usefulness of the 360 feedback data first starts with designing a bespoke feedback questionnaire, which is relevant to the current key skills, KPIs, competencies and values of the organisation. In this article, we will explore some of the key ways 360 degree feedback can support organisational growth.
A quick note on organisational growth
This can be defined as the process of expanding and improving an organisation’s operations, market reach, and overall performance. Developing the capabilities and behaviours of its people is critical to this growth.
The elements of the organisation’s people strategy that contribute to organisational growth are:
- Succession planning – developing people internally for the skills and behaviours that will grow the organisation
- Recruitment of people with the right skills and behaviours
- Retention of the right people
By analysing the 360 degree feedback data by groups, teams, divisions, regions – or the whole organisation, better decisions about time, effort and investment can be made.
Succession planning
Almost a third of organisations are unsure that their leaders have the skills required to take the business forward (Kiddy & Partners, 2020). Unexpected leadership changes can cause significant effects on organisational performance.
A bespoke 360 questionnaire which focuses on the skills needed to be an effective leader, will help assess where current employees are, and can help identify which of these individuals would be most suited to be a future leader. Furthermore, you can link the 360 questionnaire with the organisation’s KPIs. By doing so, the 360 data will provide insight into who has the potential to drive the organisation to achieve their goals. The aggregated data will give an overview of how prepared the organisation is for change in key personnel and leaders.
Using 360-degree feedback in succession planning also provides a level of transparency to current employees, and shows them there is a fair and open chance of being considered for future leadership roles. This has a knock-on effect on retention, as one study found that 98% of participants were inspired by their organisation’s succession planning to stay within the organisation (Al Rubaii & Matriano, 2025).
Retaining employees though focused learning and development
A survey conducted by CIPD found that 39% of leaders identify retaining individuals with the skills the organisation needs as the biggest opportunity for improving organisational performance. The same study reported 47% of leaders who said that retaining people with skills the organisation needs is a priority for the next three years (CIPD, Workforce report, 2023). 360-degree feedback can identify the individuals who currently display the skills, or have the potential to develop these essential skills, to support organisational growth.
The cumulative data from bespoke 360-degree feedback can also support Talent Management initiatives in providing the right opportunities for employees to grow additional, valuable skills such as management and leadership. The availability of growth also presents an incentive for staying at the organisation.
The link between feedback, learning and engagement
Various studies have examined the link between 360-degree feedback and employee engagement, with many concluding there is a positive correlation. One study by Gallup (2) found a significant engagement gap between employees who received positive feedback than those who received no feedback at all. Furthermore, the study also found that not providing regular feedback had a more negative effect on employee engagement than receiving critical feedback. 360 offers each employee an opportunity to get feedback from the different people they work with; this can be more informative and nuanced that just getting feedback from their line manager, who may not see all their interactions and behaviours. Regular 360 feedback, together with a culture of regular feedback discussions and check-ins, helps motivate employees, supporting them in performing at their highest level, and in turn, supporting the growth of the organisation.
It’s projected that Millennials and Gen Z will make up 74% of the global workforce by 2030 (Forrester, 2021). Deloitte’s 2025 Gen Z and Millennial Survey asked 23,482 individuals the strongest reasons they chose to work for their current employer, and found that ‘learning and development’ is in the top three. 82% of Gen Z and 81% of Millennials think that feedback and performance reviews are among the most useful tools for career growth. Organisations that provide 360 degree feedback are more likely to retain their Millennial workforce, and at the same time, develop them into high performing individuals, further contributing to its organisational growth.
Recruiting for the right skills and behaviours
The CIPD for the Workforce report found that 53% of managers said that recruiting people with the skills they need was their top people issue. Aggregated 360 feedback data can highlight which skills are most important for new recruits. Advertisements, assessments and interviews can be built around those skills and competencies which the 360 has identified.
In particular, the use of 360 degree feedback can support recruitment at the interview the stage, as most 360 questionnaires are designed on observable behaviour and skills. This can provide an ideal template of questions to ask the potential candidate, thus illustrating to the interviewer their compatibility with the organisation.
Failed recruitment processes will only cost the organisation more time, and eventually money in the loss of productivity. Using 360 degree feedback, as a means to identify the needed skills, and also as template for interviews, will make the recruitment process more efficient and effective, and in turn, contribute to success of the organisation, short term and long term.
Benchmarking opportunities, ongoing changes and comparison
The use of a bespoke 360 tool allows organisations to measure competencies which are essential and specific to them. Comparing the feedback data year on year, provides a unique insight into how the organisation is progressing towards its goals, in a way in which other metrics such as sales or revenue cannot.
Over time the data will tell you where significant progress has been made by individuals and overall groups. You can also split the data by departments, job role and office locations. The data may indicate that one area is significantly rated higher than other locations for certain activities. This information can then be shared with other areas to create consistency of good practice.
Bespoke 360 supports organisational development and growth
360-degree feedback that’s tailored to the organisation can provide a solid base of data to support key decisions in recruitment, retention, development and performance. Integrated into the organisation’s processes and built on its KPIs, the 360 is a key measure for checking if the organisation is on target to achieve its commercial and its people goals.
Denise Kelleher, Client Service Manager at Track 360 Feedback (Denise Kelleher | LinkedIn
For more information on how you can use 360 Degree Feedback for organisational development, contact us or click on the links below.
Track 360 Design, Consulting and Facilitation
Track 360 Feedback Software for fully tailored 360 Feedback
(1) ATD, The Future of Evaluating Learning and Measuring Impact: Improving Skills and Addressing Challenges, 2025).
(2) Gallup and Workhuman (Building Organizational Cultures That Thrive, 2024)
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