Adding Real Value through 360 Feedback

Many organisations use 360 feedback to provide executives and managers with important objective feedback on performance. This may take a number of formats.

• The collection of quantitative data through questionnaires, on line or paper
• The inclusion of qualitative data through free form comment options in the data collection tool,
• One to one or group facilitated interviews

Through our research in Executive Support Limited we have come across many organisations which have put valuable money and resources into designing a system, implementing it and then falling down on the follow up and measurement piece which negates the whole process.

Our research indicates that the process can fall down in the following areas:

• Lack of clarity in defining the purpose of the exercise
• Lack of leadership buy in, no clear champion
• Lack of robust discussion around the findings of the exercise
• No linkage between the feedback and career progression
• No linkage between the feedback and performance measurement
• Lack of relevant communication with the respondents
• Lack of flexibility in the data capturing tool

If you are considering implementing 360 feedback for either yourself or any of your management teams regardless of the level, there are some fundamentals you must have in place to ensure success

Some Tips for success

Clarify the purpose of the exercise. This may seem obvious but we mean do you precisely understand the purpose, why you are going through this process, what do you expect to achieve and what will you do with the output?

Get Leadership buy in. This needs to take place at the very top of the organisation. Identifying a champion at the most senior level who believes in the value and is prepared to participate themselves in the exercise can have a significant impact on encouraging really useful objective feedback.

Identify the cynics. Receiving feedback can be difficult for many people so identify those people who are most likely to resist and attempt to question the output. Spend particular time with them explaining the value and above all ensure the integrity of your project

Communicate tirelessly. Essential with all stakeholders and especially respondents and explain the importance of the process

Measure improvement. Decide a date for a re run of the 360 feedback process and compare results and perceived performance improvement

Facilitate understanding. Once the feedback reports are completed provide recipients with facilitated feedback with a professional who can help identify areas for concern, strengths and development zones. Integrate with your performance management system.

Make sure you create a context. The purpose of the 360 is to provide performance feedback, it should feed into performance discussions and the identification of development need through the creation of a structured development plan.

Use a flexible tool for data collection. There are many 360 tools on the market. But remember the tool itself will only be part of the success. Communication, facilitation and follow up are the other important ingredients.

Ensure its integrity. Make sure all stakeholders understand their role in the feedback process. Give respondents adequate time to respond to the questionnaire, and ensure that you do not make the feedback process too lengthy.

The Solution

Executive Support Limited have piloted a new approach to 360 feedback by developing ExecutiveCompass 360 an intervention that provides our clients with a number of important dimensions:

• Full flexibility by providing 360 through an on line tool that captures ratings and freeform comments
• Full flexibility in designing the questionnaire itself, we can also provide you with a comprehensive generic tool
• Expert facilitated feedback with coaching support
• Comprehensive documented feedback
• Administration of your project from start to finish
• Finally and most importantly the ExecutiveCompass 360 Quality Loop that builds further integrity into the feedback process