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The 360 Degree Feedback Process includes:
- Establish scope, purpose and goals of 360 Degree Feedback
- Administer the 360 degree surveys
- Deliver feedback
- Develop action plan
- Implement action plan and training
- Conduct post training
Once the survey is ready, the participating individual(s) asks people who are familiar with him/her --- such as manager, direct reports, peers, co-workers, team members, clients, and others
--- to complete an online survey. When this is completed the results are ready to review.
Reviewing the Results:
- Remember it is impossible to satisfy everyone.
Some people have unrealistic expectations.
Others may expect things from you that are not part of your responsibilities.
Try not to feel discouraged if a few people want change.
- Rather, look for what the majority of the people are saying about your current practices.
Feel proud about the practices where the majority are satisfied.
This feedback will help you understand your impact on others.
This feedback will also help you make any changes necessary to increase your on-the-job effectiveness,
if you work to understand what others are saying.
Evaluate Individual Effectiveness
An important step in benefiting from the 360 degree feedback is understanding the concept of Gap Size.
Gap Size is the numeric difference between how often a behavior occurs and how often the behavior is expected or needed.
It is the difference between what the person believes is occurring now and what is needed or expected.
This section:
- Reviews the design of the survey
- Explains how Gap Size is calculated
- Reviews how Gap Size is presented in the person's Confidential Feedback Report
Calculating and Interpreting Gap Size
To help evaluate the effectiveness of the individual's current practices, a measurement called Gap Size was created.
Gap Size is the numeric difference between how often a behavior occurs (Question 1) and how often the behavior is expected or needed (Question 2).
Interpreting the Feedback Report
The person's Confidential Feedback Report focuses on the Gap Sizes that resulted from the way people answered the two questions.
Gap Size is the difference between what a person believes is occurring now and what is needed or expected.
The results are separated on the report to show:
- The results for each behavior based on the surveys completed by the person (Self) and the person's manager (Boss).
- The results for each group that answered surveys; i.e. direct reports; peers; coworkers; team members; others; etc.
If the Self or the Boss responses produced a reversal, the size of the reversal (see right column on the graphic above) is shown in the Gap Size Distribution table.
Meeting the more important needs of the majority of people is what is necessary to maintain or increase your effectiveness.
It is impossible to meet every need of every person. Some people have unrealistic needs and some needs are impossible to meet.
Key Factors in Reviewing Survey Results
During the review of the results, there are three factors suggested to be considered as the feedback is reviewed and evaluated.
These factors are:
- Average Gap Size:
The smaller the Average Gap Size, the greater your effectiveness.
The larger the Average Gap Size, the greater the desire for change.
General Criteria for evaluating the Gap Sizes for each behavior are as follows:
- Number of People:
The more people responding to a behavior, the more reliable the feedback.
Generally if 4 or 5 people within a group answer a question, that feedback should be considered more valid or reliable than
if 1 or 2 people within a group provide feedback.
- Distribution Pattern:
The "spread of responses" or "patterns" that appear in the Gap Size Distribution Table also provide valuable insights.
Some common distribution patterns are shown below:
There are 3 things suggested to be done when using this feedback to help improve current effectiveness.
- Identify current strengths as well as identify the changes that are the most important to make to increase his/her effectiveness.
- Develop specific strategies or improvement plans that will support his/her commitment to increase effectiveness.
- Communicate his/her commitment to change to the people who provided the feedback.
Feedback is most effective when the Perceptions 360 “Guide To Understanding Your Feedback” is used.
Individual Development Plan
Creating a development plan will help the individual to:
- Develop specific strategies / improvement plans
- Identify the support or resources that will help him/her increase his/her effectiveness
Discuss Feedback with Others
The people who provided feedback did so with the intention of helping the person become more effective.
Without their efforts, the individual would not have these specific new insights on the effectiveness of his/her current practices.
Therefore, it is important that he/she let them know this.
Benefits of Follow-Up
Follow-up will produce important benefits to the people who provided the feedback. They will:
- Realize that their feedback was carefully and thoughtfully examined and that some improvements are likely to occur.
- Better understand why some of your current practices are undergoing change.
- Be more comfortable in giving you additional feedback and support as you work on changing.
- Be more open in completing similar feedback surveys from you in the future.
"Going public" with his/her intentions to change puts some healthy and helpful pressure on him/her to improve performance.
Final Commitments / Implementation
Putting what has been learned into practice is the next step. Making specific time commitments and then keeping those commitments will
significantly influence how quickly effectiveness is improved.
FACILITATION
A trained facilitator should work with individuals to help them accept and understand their feedback.
Plan for 1 1/2 to 2 hours to effectively do this in a group setting with 5 - 25 people.
View Perceptions 360 brochure
Some Perceptions 360 sample reports:
Individual report sample
Leadership report sample
Composite report sample
More Information:
About Dual Scale Surveys - Assessments
Features & Benefits
Applications and Uses
Survey Design
Survey Library - Available Categories
Report Options
Understanding Gap Size
Sample Listing of Users
For More Information - pricing
Return to Perceptions 360 - main page
QUESTIONS:
Surveys can contain any number of questions and have an unlimited number of respondents, per subject / target.
Perception's 360 lets you design your own 360 surveys using:
- standard questions from the Survey Library
- ready-made surveys from the Survey Library
- your own survey questions, developed and written by you
View information regarding the Survey Library - Available Categories
LANGUAGES:
English --- NOTE: You can translate your questions into any language online.
COST:
You pay per target / subject person (for each person for whom feedback is requested from others / respondents).
We do not charge by the number of respondents.
FORMAT: Online / Internet
Please contact us for pricing information.
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