This document provides a step-by-step guide to conducting an effective 360 degree review. It outlines how to 1) set up the process by defining timeline, stakeholders and questionnaire, 2) design relevant behavioral questions and rating scales for feedback, and 3) analyze the feedback to identify strengths, development opportunities, hidden strengths and blind spots to inform employee development. The feedback process is primarily used for development purposes to improve self-awareness and work skills. Protecting confidentiality, easy reporting and clear communication are important for an effective 360 degree review.

1. Step by Step Guide to an effective 360 Degree
Review
HOW TO SETUP
360° Feedback
Process
GroSum

2. 360Feedbackismainlyusedfordevelopmentpurposes,whereinformation
fromthefeedbackcanbeusedforemployeeworkskillandbehavior
development.Weallhaveblindspots,hiddenstrengthsandneedtoimprove
ourself-awarenessandthisiswhat360Feedbackhelpsustodo,bygetting
someoneelse’sprospective.Someone,whowearedailyinteractingwithin
ourworkplaceandhasaperceptionaboutyou.
7 0 % o f H u m a n R e s o u r c e u s e 3 6 0 F e e d b a c k m a i n l y f o r t h e f o l l o w i n g
c a t e g o r y :
• C - L e v e l E x e c u t i v e s , V P s , C E O - C O O
• T o p P e r f o r m e r M i d - l e v e l E x e c u t i v e s
• E m p l o y e e s o f o r g a n i z a t i o n s o p e r a t i n g i n n i c h e i n d u s t r i e s a n d d o m a i n .
Why 360 Feedback
GroSum

3. What will be covered here
1 Framework of 360 Feedback
2 Design Questionnaire Form
3 Analysis 360 Feedback

4. { }1Framework of 360 Feedback
Configuration, Time-line, Feedback Stakeholders

5. • Decide the Period:
Define the timeline of the entire 360 Feedback Process, starting from Process setup to Analysis.
• Decide the Feedback Stakeholders :
Who all will be participating in the 360 Feedback.
Define the type of stake holders that participant will receive feedback from :
- Internal Stake Holders :
Senior, Junior, Peer | Manager, Co-Worker, Reportee
- External Stake Holders :
Board-Members, Vendors, Customers, Partners
You can define the maximum number for each type of Feedback participant.
Configuration

6. { }2Design Questionnaire Form
Questions, Rating Scales

7. Foundation of 360
Feedback is the types of
questions asked and their
relevance.
“ “

8. • Select Behavioral or Work related questions.
• You can download a template of questions used as best practices from here.
• Questionnaire can be categorized into various perspectives, such as :
Managing Work
Communication
Customer Focus
Learning
Organizational understanding
• The attributes for 360 Feedback should have hygiene points:
Relevant to Work profile
Relevant to Work Behaviors
Questions

9. • The feedback questions selected should be helpful in Employee Development and improve work
behavior skills.
• Questions for various feedback givers should be based upon adequate familiarity with
employee’s work behavior.
• Put open ended questions like :
Write behavior to start to do better at work
Write behavior to stop to do better at work
Write behavior to continue
•
Questions

10. • For rating scale, you can use a Likert Scale. The format of a typical Likert Scale can is defined
here
A) Strongly disagree
B) Disagree
C) Neither agree nor disagree
D) Agree
E) Strongly agree
• The subjective rating descried above should be connected to quantitative values.
OR
• You can also ask participant to indicate either strengths (S) or Improvement (I) for each attribute.
Rating Scales

11. { }3Analysis 360 Feedback
Configuration, Time-line, Feedback Stakeholders

12. • Greatest Strength : The behaviors are identified as strengths based on the highest overall score
received.
• Development opportunities : The behaviors are identified as development opportunities based
on lowest overall.
• Hidden strengths : Refers to a question or statement where others scored you higher than you
scored yourself. The difference in scores may indicate that you do not realize others believe you
are strong in this area.
• Blind Spots : Refers to a question or statement where you scored yourself higher than others
scored you. These are areas where you can focus for specific improvement.
Feedback Analysis

13. Feedback Analysis

14. Analytics on Development Opportunities

15. Detailed Analysis by resident group

16. Detailed Analysis by resident group

17. 360⁰ Feedback is the best way
to know what your colleagues
think of you and how you can
find your hidden work
skill/talent.
• Protect employee confidentiality.
• Easy to understand reports.
• Clear communication to feedback participant.
• Actionable Employee Development Plan.
Some Must Haves!

18. Learn how you can use GroSumto have an effective 360 Feedback process
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