The Process

Careful thought needs to go into the implementation of a 360-degree feedback programme. Planning should include consideration of:

• The purpose of the programme
• The process to be followed
• Resources necessary to support the programme
• Development of the survey instrument – competencies/behaviour to be used, the need for different job-families, etc.
• Implementation issues (e.g. advanced communication, etc.)
• Report handovers/coaching
• Programme review

Depending on your own internal resources and your experience implementing 360-degree feedback programmes (and the organisation’s readiness for it), you may require support working through these issues. We can provide that support – in full or in part.

We have worked with organisations to successfully implement programmes up to and including Boards of Directors, so whether your programme includes one or a large number of participants, we can assist.

We can help you:

• Assess organisational readiness for 360-degree feedback, and clarify objectives of the programme
• Design the implementation process and put your project plan together, including process considerations such as which respondent groups to include, selecting respondents, and participant briefings
• Identify relevant competencies and behaviours
• Tailor the questionnaire format to your specific needs
• Ensure alignment and integration with other HR systems
• Design and facilitate training, including giving and receiving feedback and coaching skills for managers to enable them to manage the process
• Present feedback reports to participants and lead them through our Development Planning Guide
• Provide follow-up one-on-one coaching. Participants often appreciate this independent support, something that greatly enhances the chances of permanent change taking place.
• Discuss team results with team leaders, and the team itself

Please contact us for more information.