Calculate your true cost of employee turnover

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?