360-degree feedback: Planning, procedure and implementation
8 steps to a successful 360-degree feedback process.
A 360-degree feedback process is one of the most effective methods of leadership development.
To ensure that the results are meaningful and accepted by those involved, the process should be carefully planned.
On this page, you will find a step-by-step guide to how the planning, implementation and execution of a 360-degree feedback process work in practice.
Step 1: Setting objectives and planning
Every 360-degree feedback process begins with the question: Why are we carrying out this feedback in the first place?
The objectives then determine:
- the questions
- the participants
- the evaluation
- the development measures
Typical objectives include:
- Developing managers
- Improving leadership culture
- Supporting high-potential managers
- Supporting coaching processes
- Reviewing competency models
- Supporting change processes
It is important not to view 360-degree feedback as a monitoring tool. The focus should always be on development, reflection and improvement.
Step 2: Selecting feedback providers for each manager
The particular advantage of 360-degree feedback lies in the different perspectives it offers. It is therefore important to decide at an early stage which individuals will provide feedback.
Typical feedback groups include:
- the manager themselves
- employees
- colleagues
- immediate line managers
These four typical perspectives represent the ideal scenario. Depending on the organisational structure, one or two of these perspectives may be omitted.
However, depending on the objectives, other groups may also be included:
- project teams
- internal clients
- external partners
- stakeholders
It is important that the selected individuals work closely enough with the manager to be able to assess their behaviour.
Step 3: Creating or selecting the questions
The quality of a 360-degree feedback process depends crucially on the questions used. The areas of leadership and competence typically assessed include:
- Communication
- People management
- Collaboration
- Trust
- Decision-making
- Strategic thinking
- Adaptability
The questions should describe specific behaviours as far as possible and not be based on assumptions or personal interpretations. This leads to more objective assessments and more meaningful results.
We have provided examples and sample wording for 360-degree feedback here, which you can use depending on the purpose of the assessment:
Step 4: Conducting the survey
Once the planning is complete, the actual 360-degree feedback process begins. The selected feedback providers are invited to take part in the survey by email and assess the manager based on the defined questions.
To ensure the survey is carried out successfully, the following points should be clearly communicated in advance – ideally in the email invitation:
- The aim of the feedback
- Benefits for the manager
- Data protection and anonymity
- How the survey works
- How the results will be handled
Transparency builds trust and increases people’s willingness to provide honest and constructive feedback.
Step 5: Analysis, evaluation and 360-degree reports
Once the survey has been completed, the results are analysed and compiled into a structured report. Comparing the different perspectives is particularly valuable in this context.
This highlights:
- Areas of agreement
- Differences in perception
- Strengths
- Areas for development
The actual analysis of the results and the interpretation of the different perspectives constitute an important step in their own right within the 360-degree feedback process.
Find out here how easyfeedback automatically analyses and presents the results:
Step 6: Feedback meeting
The results of a 360-degree feedback exercise should always be discussed in a face-to-face feedback meeting. The aim of the meeting is not to evaluate the manager.
The aim is to reach a shared understanding of the results.
The focus is on questions such as:
- Which findings are surprising?
- In what ways do one’s self-image and the image others have of them coincide?
- Where are the differences?
- What strengths become apparent?
- What opportunities for development are there?
A professionally facilitated feedback session lays the foundations for future development.
Step 7: Drawing up a development plan
Specific measures should be derived from the insights gained during the feedback discussion. A good development plan focuses on a few, clearly defined areas.
Typical measures may include:
- Coaching
- Mentoring
- Training courses
- Leadership workshops
- New responsibilities
- Regular reflection meetings
It is crucial that the measures are realistic to implement and have a clear link to the results of the 360-degree feedback.
Step 8: Follow-up and repeat the process
Leadership development is not a one-off project. It is therefore important to review the progress made after a certain period of time.
Typical questions include:
- Have the agreed measures been implemented?
- Have certain behaviours changed?
- Are improvements being noticed?
- Are there still areas for development?
Many companies therefore carry out 360-degree feedback exercises on a regular basis in order to highlight areas for development and track progress.
It is only by carrying out these exercises repeatedly that a sustainable development process is established.
Everything you need to know about 360-degree feedback
1. Planning, organisation & implementation
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