Our recommended 5-Step Process
Data drawn from our original research, plus our experience in implementing 360 projects since 2002, has led us to conclude that there are five key steps to ensuring a successful 360 feedback implementation.
However, over the last two years, we have become aware of an elephant in the room: the state of an organisation’s readiness to enter into a process like 360. No surprise really, given our sister company’s* roots in Organisational Development.
All too often, implementations are impacted adversely by a lack of C-suite and C-1 manager engagement in the process, many of them believing that this is something for ‘those below’. Before embarking on any of the 5 key steps, organisations should ask themselves how their senior and middle managers rate against the ‘4Cs’ organisational readiness test:
Capability – how competent are we to run a 360?
Commitment – how motivated are we to fully engage with a 360?
Capacity – do we have the physical and psychological space to engage with a 360 at this time?
Culture – how can we be sure people will speak their truth, but in a constructive and hearable way, thereby contributing meaningful data?
Take a look at the video alongside to understand more of what we mean.
*The Learning Curve (TLC) Ltd www.whereshifthappens.co.uk
Check out the accompanying video to get an overview of our 5 Key Steps to a successful 360 degree feedback implementation, which are explained one by one in greater depth below. The key themes are:
Step 1: Questionnaire – it should be tailored to your organisation and be concise, unambiguous, reliable and valid.
Step 2: Briefing – should give participants everything they need to know about what’s coming and leave them feeling reassured and motivated. Participants should be coached to verbally invite each of their raters.
Step 3: Rating – should be online, easy to access on mobile devices, easy to navigate.
Step 4: Reports – should be comprehensive, easy to interpret, play well on mobile devices and integrated with a workbook.
Step 5: Feedback – if participants are not getting a professional coach, then the report itself needs to act like a virtual coach. Consider a 2-phased approach, as explained below.
We encourage you to explore each of the steps in greater depth by reading on…