Research consistently demonstrates the positive change in behaviour and employee relations, as a result of 360 degree feedback. As an employee receiving 360 feedback, the difference you make to your performance is directly related to the actions you take in response to your feedback results. Here are some important tips to make the most of your 360 feedback results, from our experience administering 360 feedback and mentoring leaders to drive positive changes.


1. Be Positive & Open-Minded

It is important to stay positive and open-minded throughout the process. Mentally prepare yourself to receive input from others and be willing to understand and accept it. Feedback is aimed to help improve performance and facilitate ongoing growth. We need to remember that everyone has strengths, opportunities for improvement and blindspots. Our first reaction might be to defend ourselves and make excuses for behaviour, that is a natural emotional response to criticism. However, others tend to see us differently than we see ourselves. That is one of the clear benefits of 360 degree feedback.

If you allow these behaviours to go unchecked, you greatly reduce your chances of learning from your feedback and taking action to improve performance.  In fact, if you respond negatively to your feedback, you may be demonstrating some of the behaviours that others have told you are ineffective.

Being positive and professional throughout the process will allow you to maximise the benefits. While reviewing your feedback results it is important to keep in mind that it is worse not to receive any feedback than it is to receive constructive feedback.  

2. Analyse Your 360 Feedback Results

Your Manager or Business coach will provide you with reports that collate all the results of the 360 review. Schedule time in your day to review and analyse the results, we recommend going through the results with your manager or coach.

You will likely be provided with both quantitative and qualitative information. Try not to be overwhelmed but all the tables and numbers. Begin by looking for themes in the open feedback and similarities and differences in competency averages.

Be sure not to get hung up on one specific number or comment. If you find that you have questions about the data or cannot make sense of some of your results, ask for assistance when reviewing 360 feedback.

Strengths and Development Areas

What are the highest and lowest rated competencies?

Are there written comments that help explain the ratings.

Self Ratings

Do the self-ratings tend to be consistently higher or lower than the ratings provided by others?

If so, what do you think is the reason for this difference? Do you feel more confident or less confident with certain behaviours?

Differences between Respondent Groups

Are there significant differences in the feedback between respondent groups? If so, what are they?

What do you think accounts for these differences?

3. Create a Development Plan

Your Open 360 Feedback Report will most likely highlight areas where improvement is necessary. To maximise your chances of success, create an action-oriented development place. Individual Development Planning is a process for identifying work experiences, training, coaching, and other activities that contribute to one’s development and job performance.

Create an Individual Development Plan that is targeted to address the development priorities that you identified from your 360 feedback results. Identify 2-3 development goals as your starting point so that your efforts are focused. Try to keep your organisation’s goals in mind when determining the starting areas for personal development.

We recommend you collaborate with your manager, in this step in the process. The goals of this discussion are to collaboratively work with your manager to analyse the results, surface critical themes, and agree upon an action plan for moving forward with development actions.

Present your draft Individual Development Plan to your manager and ask for their input. Use this opportunity to clarify any feedback that may be confusing.

Listen to your manager’s suggestions for development and reach consensus on your action plan going forward.

Request the support that you will need to be successful in implementing your plan.

Remember to keep positive and open minded during the 360 feedback process. Analyse the results and look for trends in the data. Most importantly, request further support and mentoring to help implement action post from your development plan.

For more information about Open 360 Feedback reviews, get in touch with the BizBriefcase team.

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