As we have explained in recent posts it is easy to implement a 360-Feedback process into your organization and that there are tremendous benefits that result from the 360-degree feedback process. But there is a very important question to ask before talking about implementation, that is what to look for in your 360-feedback process when choosing a 360 program? There are many 360-feedback providers on the market, but they are not all created the same way, that is why you need to keep an eye out for the 5 Key attributes of a 360-feedback process These 5 attributes are explained in detail below:  

1. Short and comprehendible competencies and survey items 

360’s covers many different competencies that a leader should possess with survey items to accompany each competency. One thing that is important to look for in a 360-Feedback process is how easy are the competencies and survey items to understand. They should be short and to the point so individuals taking the survey understand what they are being asked and can more accurately rate the performance of the focal leader. An example of this would be when talking about the competency of Communication. The competency is defined as ‘conveys information to others in a timely, easily comprehended and persuasive manner.’ And a survey item that accompanies it would be ‘responds to voicemails, emails, texts, etc. in a timely manner.’ Seeing this shows that these items are short and easily comprehendible.  

2. Report should be focused and easy to follow:  

When looking at the report make sure that all the feedback provided is easy to understand and any graphics, or graphs that are accompanied are easy to follow. The order of the report should present information in a logical manner, starting from an overall standpoint and subsequently breaking down that overall perspective to individual items rated. You should be able to identify the areas of the report where the leader scored low versus high. Along with this the feedback report should also provide some developmental suggestions and examples that will make it easier for the focal leader to know their next steps. 

3. Make sure participants know how to read the reports:  

This is a big one because you want to not only know how to follow along with the report but also know how to really understand it fully as a focal leader. Make sure that part of your 360 program includes the provider either sets up a meeting or provides detailed information on how to read and interpret the report. Reading a report with no explanation of what it means will do you no good. Going over an example of various patterns of results will help participants be able to take a deeper dive into their report and fully understand their ratings, strengths, and areas of development.  

4. Creates development plan rather than just giving a report in 360-Feedback Process:  

When looking for this you want to make sure that creating a development plan is part of the overall 360-feedback process. Many times, 360- feedback surveys are taken, leaders get handed their feedback reports and those reports never come out of the drawer they were filed in or the email never gets viewed again. Therefore, it is important to take the strengths and weaknesses and make sure a development process is created with them so they can develop through this process.  

5. 360-Feedback process provides coaching 

This last step is something that is great to have in your 360-process because it gives the leaders one-on-one time with coaches where they can go over the feedback reports and really understand them along with helping them formulate and follow through with their individual development plans. This is key because it helps the leader develop with someone holding them accountable, so this step in the process helps guarantee an ROI on the 360-feedback process.  

Now that we have gone over some of the key items to look for when choosing a 360-feedback process it is important to note that AlignMark’s 360-feedback process contains all 5. We create these surveys with the leaders in mind and competencies and survey items are backed on research. We also have in depth feedback reports and coaches who will help mentor focal leaders throughout their process. This is just one of our products to help your organization we also provide pre-employment screenings and pre-employment assessments that can be used to help change your hiring process 

In summary, ensure that your 360-feedback process contains all 5 attributes stated above to your process make a lasting impact on your organization. Be diligent when choosing and make sure that the surveys you choose are right for your leaders and will help jump start the development process from the start of the process.  

Related Blog Post: 360 Feedback – Examples of Competencies and Survey Items  

Related Resource: 360 Feedback—Your complete guide