Blog - 360 Feedback system

Ten FAQs about 360 Degree Feedback (and the answers!)

With +17 years of experience, working with over 200 companies to design, set up and deliver lots of different 360s, we’ve compiled a list of the 10 most commonly asked questions and the answers!  Here’s a short summary and you can request the full white paper, just drop us an

How leading organisations are using 360 Degree Feedback, every day.

360 Degree Feedback is a familiar tool in the kitbag of many coaches and talent managers. Over the past few years, we’ve noticed that 360 Degree Feedback is being used much more extensively and creatively than ever before.  Enabling 360 Degree Feedback technology Using a flexible 360 platform mean that

Taking a Closer Look at 360 Degree Feedback Functionality

360 Degree Feedback is at its heart, about making a complex process into something easy to comprehend for those involved, at every level in the business. Whether it’s for development or performance, getting all round feedback is no small feat. Therefore, the usability of the on-screen interfaces is extremely important.

True expertise and feedback

“True intuitive expertise is learned from prolonged experience with good feedback on mistakes”. Daniel Kahneman    

360 Degree Feedback Design: Why You Should Always Include an ‘Unable To Rate’ option

  Over the past 15 years of designing and implementing 360 Degree Feedback, we’ve seen a lot of different approaches to this basically simple process.  One of the key items to include is a rating point for raters to choose if they are unable to rate their colleague, e.g. ‘Unable to

Three Big Mistakes to Avoid with 360 Degree Feedback

  I am still intrigued that after many years in use in organisations all over the world, there are still  instances where 360 Degree Feedback is used in completely the wrong way, and the for the wrong reasons. The latest gem is this one (from New Zealand*): it seems that

Competency frameworks: are they still relevant?

How useful and relevant are competency frameworks in the new world of digital working? In the linked article, I’ve summarised some of the arguments for completely doing away with competency frameworks. I’ve also suggested some ways of making them more relevant and user-friendly: this includes changing their name, making them

Getting a high response rate to your 360 Degree Feedback, and why it matters

So you’ve finally pulled together your 360 degree feedback framework: you’ve built your customised questionnaire, ratings scales and reporting templates, and you’ve had the go-ahead from the budget holder to get started! All you need to do now is pick a start date, a finish date, press the big red

How to help key decisions makers buy in to 360 Degree Feedback, Performance Appraisal and Skills Assessment

In a recent article*, McKinsey described a case study where a law firm in the US was able to make radical changes to its processes and client relationships through using the principles of lean management. It led me to think about how we could apply some of the same principles

Can 360 Degree Feedback help improve Team Performance?

360 Degree Feedback is often seen as a process for giving feedback to individuals: we are often asked if 360 appraisal can also be useful in providing collective feedback, e.g. to a team as to how they are experienced by other stakeholders? Aggregating individual feedback data Many organisations are now