How to give 360 degree feedback
You have been asked to provide feedback to a colleague or your line manager via the on-line 360 degree feedback tool.
These guidelines will enable you to give feedback that will provide great value and benefit to the person who has asked you. It also tells you about the process steps you will need to take.
You can be assured of complete confidentiality. We have taken a number of steps to ensure this:
- The on-line 360° feedback tool is managed by an external third party provider
- Scores and answers are displayed by respondent groups i.e. direct reports or colleagues and the report does not attribute anything to individuals. The only exception to this is the manager feedback.
When completing the questionnaire please consider the following good practice:
1. Be honest & open
Feedback is only as useful as it is honest. The 360 feedback process is a development tool and the person seeking your feedback wants to develop their skills and competencies. Please be candid. If you have constructive feedback that may be seen as negative you should be open and honest whilst remaining sensitive as to how the message will be received. Give thought to how you phrase your comments.
2. Be specific
At the end of the questionnaire you will be asked to describe what you would like to see the person do more of and less of – strengths and development needs.
This section is often the most valuable so spend time here and give as much information as you can.
Avoid just using one or two words as this does not give enough detail to be
useful to the participant. Please be as specific as possible.
“Better delegation” is very limited in its usefulness
“Follow up more regularly when delegating tasks” is very useful as it is specific and detailed.
“Teamwork” is not at all helpful as feedback
“Share more of your technical expertise with colleagues” is specific and valuable.
3. Think long term
Feedback that relates to the last time you had any dealings with the individual seeking your views may be very biased – particularly if it was an especially good or poor interaction.
Think more generally and over the past 6 – 12 months when making your assessment. However, don’t give feedback that relates to longer than 12 months – it’s likely to be outdated.
4. Allow time to give the feedback
This is an important task so please allow time to complete the feedback in a thoughtful way. Try to find a quiet place away from distractions and remember to complete it in the requested time.
Responding to a request for feedback
Your request for feedback will come in the form of an automated email. Read the email carefully and click the <questionnaire link> to access the online questionnaire. You do not need to login to the system to complete a respondent questionnaire.
You must answer every question, including the narrative text questions. The system will not show as complete if any questions are left blank. We recommend that you fill in the questionnaire fairly quickly without dwelling on each question too much, as your initial response is normally the right one.
You can save your work at any time but you must keep the email or you will not be able to access it again. If you lose it, then you can ask for it to be resent.
Once your questionnaire is completed it will be locked and you cannot access it again. However, in the event of a serious mistake you should contact the project co-ordinator who can arrange for it to be unlocked.