As you evaluate whether this is right for your organization and/or your team, consider some of the following questions:
1. What's your ultimate goal or objective for obtaining 360 feedback? Is it leadership development? Performance management? Talent development? Team dynamics? The answer to this question will be helpful in pointing you toward the right tools, processes, and experts. Specifically, the types of questions you might as part of a 360 for leadership development differ from the types of questions most relevant to performance management. There are at least eight very well validated 360 leadership assessments, and a myriad of 360 feedback platforms and apps for performance management. Team assessments are another genre altogether. Understanding your why will help you make better decisions about your who, what, when, and how.
2. What are your goals and expectations for the frequency of 360 feedback? Is this meant to be a one-time activity, part of a periodic review process, or the first step in establishing a real-time, 360 feedback performance culture? Again, the answer to this question will help orient you toward the right tools.
3. What is your plan for preparing the participants to both give and receive feedback? Prior to starting any 360 process with a client, I spend at least one coaching session examining typical barriers to receiving feedback, and another one discussing models for effective feedback. The Harvard business review has some very solid articles on this topic which I have used successfully with both groups and individuals. The better prepared your employees are to both give and receive feedback, the more likely the feedback will have a positive impact on performance outcomes.
4. What are your resources and constraints? You can design a basic, yet effective, 360 survey and deploy it through a standard platform like Survey Monkey; or you can invest in third party assessments and software. Calibrate your investment to your need, the size of your organization, available time and resources, and the overall importance of this initiative to achieving your strategic goals.
Lastly, some quick thoughts on whether to use a third party or software to collect the feedback.
- If the goal is leadership development, work with an OD consultant or coach to choose and deploy an appropriate assessment.
- If the goal is 360 review for performance management on a periodic basis, and your company is small, get your leadership team to weigh in on key questions, or or work with an OD consultant to design and deploy your own tool.
- If the goal is 360 review for real-time performance management, look at software solutions as they will be able to handle the frequency and volume more effectively.
Feel free to reach out if you have additional questions, and best of luck with this initiative.