Tips for providing effective 360 degree feedback
360 degree assessment is an appraisal process gathering feedback from various sources to capture a comprehensive picture of an employee’s strengths and development areas.
The objectives of 360 degree assessment are:
- To better understand one’s strengths and development areas based on diverse perspectives of people they work with
- To improve self-awareness
- To allow one to see how their behavior is perceived at the workplace
- To highlight strengths and areas for development, in order to set clear goals
360 degree assessments provide broader benefits to the organization by:
- Creating better team alignment by clarifying expectations
- Promoting behaviors that are aligned with team values and goals
- Fostering a healthy feedback culture
- Improving employee engagement
- Increasing productivity
In the questionnaire, you will be asked to provide your assessment of the individual in a series of questions.
- For multiple choice questions, you will be asked to provide your assessment on a scale of 1 to 5:
(1 = Poor, 2 = Fair, 3= Good, 4 = Very good, 5 = Exceptional) - At the end of each section, you will also be asked to provide comments on the scores you provided
- The last section of the questionnaire will ask for your view on the person’s key strengths and development areas
All answers will be kept confidential. The individual will receive a report containing a summary of the aggregated results.
This is a collaborative process to support your colleague’s growth and promote stronger team alignment and success. Below are some tips on completing the questionnaire to maximize the effectiveness your input:
- Be open, honest and respectful
- Focus on each question at a time and avoid extending the overall impression of the individual to all other aspects
- Comment on what you have observed for the last 6 months, instead of focusing only on recent events
- Base your feedback on the behaviors you directly observe vs interpreting intention of the person
- Provide constructive and actionable feedback – what specifically are they doing well? What actions could they take to improve?