The structure of a 360 degree feedback session can help or hinder the conversation – but what works well?
We’re currently working on a Good Practice Guide, but as a starting point, take a look at the following outline and the question prompts which we have found to be useful:
1. Contracting – to gain trust, acceptance and the right to deliver feedback
- What do you want to get out of this session?
- What, for you, would make this a productive meeting?
- What do you want to have by the end of this session?
- Tell me a bit about your role. What are the key deliverables? What are the biggest challenges?
- What is happening in your job at the moment?
- Who are your peers?
- What situations do they observe you in?
- Who are your ‘customers’? What do they see you doing?
- Tell me about your relationship with your manager.
- Tell me about your team.
2. Overall Impressions – to set the tone and depth of issues to be discussed in the meeting
- What overarching themes emerge?
- Is there anything unexpected or upsetting in your feedback?
- Are there any nice surprises?
- What was your first reaction to the feedback?
- What do you take from the summary charts and graphs at the beginning?
3. Detailed feedback
- What seem to be your key strengths?
- What seem to be your main areas for development?
- Which items stand out for you?
- Where are the biggest gaps?
- What patterns emerge in the way that different groups have rated you?
4. Qualitative feedback – to examine and explore written comments from reviewers to see what insight they might offer and how they might add to the numerical feedback
- Are there any consistent or repeated messages?
- How do the comments support (or contradict) your overall impressions, your key strengths or areas for development?
- Do any of the comments provide you with a clearer picture as to why you have been given particular ratings?
- Do any of the comments provide suggestions as to things you could do differently, specific developmental actions, or quick wins?
- From the comments, what seem to be your key strengths?
- From the comments provided, what seem to be your main areas for development?
5. Action Planning – to determine key priorities, resources, stakeholders and specific actions and timeframes
- What changes can you make right now?
- How could you make better use of your strengths?
- How could you use your strengths to develop in other areas?
- How would you summarise your feedback?
- What do you think are the key messages?
- What stands out for you?
- What support will you need to take this forward?
- Which organisational resources can support you in your personal development?
- What are you going to take away from this?
- Which areas are you going to focus on?
- When are you going to collect feedback again? From whom, and how?
- How will you know if you are making progress?
- How are you going to ensure you get maximum value from this feedback?
For more information about supporting 360 reviews, take a look at our Talent 360 tool and resources.