The 360-degree feedback process involves direct reports, peers, managers, and customers providing behavioral and performance feedback to individuals in order to improve their skills and organizational performance. There are potential benefits for both individuals and organizations, such as increased self-awareness, improved culture, and higher engagement and profitability. However, 360-degree feedback can fail if not implemented properly, for example if anonymity is not maintained or if only weaknesses are focused on rather than strengths. Best practices include clarifying the purpose, ensuring top leadership is committed, preparing participants, and providing follow up support and repeated feedback over time.

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360 degree feedback
BreakThrough Leadership Group
Leadership * Innovation * Employee Engagement

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The 360-degree feedback process, in which direct reports, peers, bosses and
or customers provide behavioral and performance feedback to recipients in
order to improve individual and organizational performance.
What are 360 degree assessments?
www.BreakthroughLeadershipGroup.com

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Why do them?
Benefits of 360 degree feedback
 Potential INDIVIDUAL
benefits:
 Increased Self-awareness
 Improved self-perception
accuracy
 Increased ownership for
self-development
 Performance & skill
improvement
 Improved attitude towards
work
 Increased engagement
 Potential
ORGANIZATIONAL
benefits:
 Improved organizational
culture
 Increased employee
engagement
 Increased awareness of
expectations
 Increased customer
loyalty & retention
 Increased profitability
www.BreakthroughLeadershipGroup.com

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What are the RISKS of not doing
the 360 degree feedback
process the RIGHT way?
“When it’s done well, 360 programs allow all your
team members to improve in key areas that might
be limiting their upward career path or actually
causing major conflict within a team. When
it’s done poorly, 360 programs
create mistrust, anger, conflict
and can leave a team with lower
morale than when you started
the exercise. “
-Forbes June 19th, 2013 – The 7 Reasons why 360-degree
Feedback Programs Fail
www.BreakthroughLeadershipGroup.com

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Why 360 Programs Fail
 The Boss doesn’t get involved or discounts the program’s
importance
 People offer comments that are personal in nature rather
than constructive
 If there is follow-up post-360 plan, it happens only once
 Lack of confidentiality
 Forgetting the strengths and only focusing on weaknesses
 Participants are defensive and don’t embrace feedback
-Forbes June 19th, 2013 – The 7 Reasons why 360-degree
Feedback Programs Fail
www.BreakthroughLeadershipGroup.com

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360-Degree Best Practices
 Clarify the purpose for every member of the
organization
 Commitment and involvement by top leaders in
organization
 Clarify rater anonymity, accountability, and selection
 Prepare participants and those giving feedback
 Review and interpret feedback results focusing both on
strengths and developmental areas
 Develop an action plan
 Short term and long-term follow-up
www.BreakthroughLeadershipGroup.com

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360 degree process
Plan &
Prepare
• Establish and communicate the purpose
• Establish the process & resources
• Prepare participants for process
Implement
• Participants implement communication plan
• 360-degree feedback is collected
• Reports are prepared for each participant
Review &
Create
Plan
• Participants learn how to interpret results
• Feedback is delivered
• Action Plans are created and shared
Follow-
Up
• Regular follow-up on progress made as outlined in action plan
• Review if 360 degree feedback process met its original purpose
• Consider repeat 360 to assess perf. improvement over time
www.BreakthroughLeadershipGroup.com

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BREAKTHROUGH
LEADERSHIP
GROUP
“In the purest sense, 360-
degree feedback is simply
information. It is what you do
before and after the 360 that is
the key factor for success.”
-Jean Leslie,
Center for Creative Leadership
Leadership * Innovation *
Employee Engagement *
EVIDENCE Based developmental
strategies that help organizations
thrive
jill@breakthroughleadershipgroup.com
949-374-1862
www.BreakthroughLeadershipGroup.com