360 Degree Feedback is a review process where employees anonymously receive individual feedback from those who work with them. The presentation details easily the kind of thought that should go into creating and customising a good 360 degree feedback system.

1. FEEDBACK SYSTEM
HOW TO SET UP A
360°

3. MIND!
N ow that w e hav e y our attention, let’s begin.
KEEP THE FOLLOWING IN

4. { }1 Background-
-History

5. 1 Carefully consider the background and history of the organisation
before implementing a 360 degree system for feedback.

6. Keep note that a team has been established and running for
a certain level of time (almost two years, usually) before
introducing the feedback process.
Assess factors like team maturity, trust levels,
commitment and stability prior to launch, take stock of the
positive or negative implications these might have for
feedback.

7. { }2 Structure-
-Purpose

8. 1 Establish a structure and purpose for the 360 degree
feedback.

9. All participating
parties need to be
coached to give and
receive feedback in
the best way
possible.
“ “

10. Clear communication about the purpose and benefits of the 360
degree feedback process helps with negating the biases that
sometimes creep in.
Help everyone involved understand how important the process is
for general development and individual improvement. Mention
and stress upon the anonymity associated with it and that the
feedback provided is only on the basis of workplace behaviour.

11. These decisions on structure will consider the purposes for
which feedback will be used for, along with preparing
an action plan to share feedback within the team.
This plan helps prevent respondents from cynicism, thus
encouraging them to provide feedback in the future. Leaders
can also determine beforehand the frequency with which
feedback will be collected in the future.

12. A standard recommendation is to conduct feedback in six to twelve
month intervals from the start of the feedback process in which progress
and performance improvements will be assessed.
Only anonymous 360 degree feedback can lead to any real honesty.
Credit: Dilbert by Scott Adams.

13. { }3 Fairness-
-Anonymity

14. 1 Maintain an air of fairness and absolute
anonymity.

15. Agree upon a minimum number of raters beforehand to establish
and protect rater anonymity. The usual bar is having at least five
raters across respondent groups complete the feedback process
that is shared with the individual.
Additionally, ensure that employees and their raters feel the
process to be fair and can thus expect to be rated honestly.

16. { }Approach-
-Sharing4

17. 1 Make sure feedback is approached and
shared appropriately.

18. Direct training towards helping leaders interpret feedback
results, help other members identify strengths and
weaknesses, handle and deal with negative feedback.
All of this points towards developing action plans for
sharing feedback with the team and working towards clear,
established goals.

19. { }5360° Feedback-
-Performance Review

20. 1 Remember that the 360 Degree Feedback
Process is not a Performance Review.

21. It is a tool that provides developmental benefits and
opportunities for employees. This relates to their workplace
behaviour, communication, and other activities.
360 Degree Feedback is not a way to measure performance
objectives, fulfilment of basic job requirements or focused on
any particular technical or job specific skills.

22. Use it to create a
strong company culture that
promotes self-
awareness and
creates transparency in
communications through
foundations of trust and clarity
towards the mutual goals
needed to sustain the benefits
it brings. Your 360 Degree Feedback system is as good as
the culture you want to create and implement it in.
Credit: Working Daze by John Zakour and Scott Roberts

23. GroSum believes in the
transformative power of
360 degree feedback.
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24. THANK YOU