MTD360 - What is 360 degree feedback?
What Is 360 Degree Feedback?

What Is It?

360 degree feedback is a process whereby staff have the opportunity to receive feedback on their performance from their line manager, their staff, colleagues and even their customers.

It also provides the opportunity for the staff member themselves to take a step back and to provide a self assessment of their own strengths and weaknesses.

A 360 can work very well during the performance management process, staff appraisals, regular one to ones or for gathering training needs.

They are also particularly effective pre and post training events/programmes so that the managers and sponsors alike can see demonstrable improvements in the before and after scores and hence help to provide a return on investment all be it based on competencies and behavioural improvements.

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How Does It Work?

MTD360 provides the vehicle whereby you can select and customize the exact questions and statements that you would like to receive feedback on and then the people who are chosen to give feedback use the system to rate the person against the specific criteria.

You will never know who exactly has given you what score and hence it provides a true and honest reflection of how they perceive your performance.

After all of your respondents have provided you with feedback a personalised report is generated comparing your own scores to those of your colleagues, line manager and your staff.

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What Can You Measure?

Traditionally a 360 measures competencies and behaviours.

You can also gather feedback on actual hard performance and skills as well.

A competency is a behaviour that is associated with achieving a successful outcome. You can measure several competencies within your 360 programme and ask for feedback on several statements/questions within each competency.

Here Are Some Examples of Competencies

  • Leadership
  • Results Focus
  • Empowering Others
  • Managing Change
  • Team Building
  • Emotional Intelligence
  • Creativity
  • Innovation
  • Communication
  • Developing Others
  • Performance Management
  • Persuasion
  • Interpersonal Awareness
  • Concern For Impact
  • Forward Thinking
  • Analytical Thinking
  • Decision Making
  • Problem Solving
  • Strategic Thinking
  • Conceptual Thinking
  • Thoroughness
  • Motivation
  • Decisiveness
  • Self Confidence
  • Stress Management
  • Personal Credibility
  • Flexibility
  • Self management

Choosing Your Competencies

If you have got a competency framework in place then you should really use this as a basis for selecting your competencies and statements.

If not then we recommend that you brainstorm what “excellence” in the role means to you and your organisation.

For example:

If you are measuring managers this means that you need to ask yourself how do the most effective managers behave? What sets them apart from the rest? How do they think? How do they approach their work? How do they communicate with their staff? Etc

Also, think about the challenges that your company faces and how your managers need to be equipped for the future – what will they need now and in the future and measure against those needs.

You might also want to take a look at your company mission and values and draw from any key themes within them to measure your managers against.

Please click here for a free trial where you can run a couple of reports and see how it all works or please