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Before registering your rating team (the people you would like to get feedback from) it is recommended that you take the time to make sure that they are willing and able to participate.
Consider covering the following points with your raters:
- Explain the aims of the process
- Reinforce that you value their feedback
- Inform them their responses will remain confidential and anonymous (manager excepted)
- Encourage them to be honest
- Explain that survey completion is confidential, simple and should take about 15 to 20 minutes
- Surveys are completed online (alternative methods are available)
You will need the email address for each of the raters you choose. Please ensure email addresses are entered correctly.
You may use any or all of the rater categories provided, however, you must have at least 3 raters in a category to protect the confidentiality of responses.
|Manager||The person you report to. If you have more than one manager please contact us to discuss the best process to take.|
|Peers (or colleagues)||People that work with you. It is recommended to nominate minimum 3, maximum 8.|
|Direct reports (or staff)||People who report to you. We recommend including all the people who report to you. Minimum 3 required.|
|Stakeholders||Internal or external stakeholders, e.g. customers. It is recommended to nominate minimum 3, maximum 8.|
|Others||Any additional raters you’d like to invite who are not covered by one of the other categories. It is recommended to nominate minimum 3, maximum 8.|
The survey should take 10 – 20 minutes to complete.
The feedback you provide is a valuable step for the participant to identify their strengths and areas of opportunity to improve. When completing a survey please note the following:
Access – password
- To access the survey please ensure you are using the email supplied.
- Make sure there are no spaces included in your password.
- If you are completing multiple surveys please note that there is a unique password for every survey.
- Your webpage will refresh every 10 minutes when left idle.
- We strongly recommend that you complete your feedback in one sitting to avoid any loss of data.
- If you are busy and need to step away from the survey remember to click ‘save’ at the bottom of the webpage
- The manager’s response will be individually identified in the report.
- All other rater responses will be averaged in groups to ensure anonymity.
- Free text comments will be reported exactly as written but without names.
One of the most critical parts of the 360 degree feedback process is the self evaluation. The self evaluation is key to comparing your view of your own performance to that of the raters who have provided feedback for you.
It allows us to better understand the capabilities by which our performance is being evaluated and forces us to identify our strengths and opportunities for improvement.
Please note: your responses and your manager’s responses will be identified in your report; however all other rater responses will be averaged in groups to ensure anonymity. Free text comments will be reported exactly as written but without names.
Intranet v Internet access
- Some organisations require you to enter a password before you can access the internet. Make sure you do not confuse your internal processes, username and password with the Full Circle Feedback process, username and password.
- If you are having trouble accessing the online survey check with your IT department that you have internet access, not just intranet (internal).
- We can arrange to send you an electronic or paper copy of the survey if the internet is not available to you.
Password not working
- Make sure there are no spaces included in your password.
- Try copying and pasting the password supplied in your email to ensure you have entered it correctly.
Survey already submitted
- If you would like to make changes to a submitted survey please contact the support team – click here to email.
- Please note: If you are completing multiple surveys there is a unique password for every survey.
While reading your 360 degree feedback report, remember that this process is being used to increase your self-awareness and to supply you with guidance on potential development opportunities. Try to consider the context in which the responses have been offered as this will enable you to better understand what changes you can make to your interactions with specific rater groups. For example, your Manager may rate your communication skills highly but your direct reports may give you a lower rating in this area. Instead of interpreting the feedback as poor communication overall and feeling overwhelmed with the idea of improving your communication with everyone, it’s important to be able to understand the context within your current working relationships.
Sections of your report
Interpreting your report
Responses were measured as a 5-point scale, with 1 representing “Rarely ” and 5 representing “Always”. To help you judge your results, use the following ratings:
Very positive area = score of 3.67 and above (Green coding)
Positive area = score between 2.34 and 3.66 (Amber coding)
Challenge area = score 2.33 and below (Red coding)
To get the most out of your 360 degree feedback report we highly recommend that you have a debrief session with a professional facilitator so that they may help you interpret the data correctly and advise you on how you can best use the feedback going forward.
What you can expect from your debrief session with a Full Circle Feedback consultant
Prior to the meeting
- Ensure that you have reviewed your report and write down any questions or concerns you may have for the facilitator.
- Your facilitator will review your report to ensure they have captured any major patterns or themes that have occurred with the feedback.
During the meeting
- Your facilitator will guide you through the meeting. Remember, they are there to help you interpret your report, seek clarification on any point that you are unsure about.
- They will ask you to provide a summary on the following:
- What you identified as your 3 strengths and 3 challenges in your current role
- A background on your career to date
- The relationship you have with your manager and team
- They will help you identify key themes and major gaps within your report.
- They will help you brainstorm options for your improvement and development.
- They will help develop some specific actions that can form the basis of your action plan.
After the meeting
- Your facilitator will provide you with an email summary of your meeting and any relevant material that can help with the areas of improvement that were identified.
- Create an action plan identifying how you plan to develop the key skills you need to improve.
- Schedule a meeting with your manager to discuss your feedback and take them through your action plan.
Don’t forget to thank the people who took the time to provide feedback for you.
Before you start creating your action plan, remember that people often feel threatened by feedback. However, pinpointing how other people see your performance actually provides an excellent opportunity for reflection, discussion and improvement.
Everyone performs less than perfectly in at least one area but when you receive the feedback you can often feel overwhelmed and don’t know where to start. This is the perfect opportunity to act on areas that you can further develop. The following process takes the ‘guess work’ out and points you in the right direction.
While your feedback meeting is still fresh in your mind, take the opportunity to note your initial impressions. Once you start to process and act on the information, your responses will change and it’s useful to revisit your starting point to judge how your leadership journey is going.
Capture your general insights on the following:
- The feedback that most surprised me, e.g. that I’m not seen as being calm under pressure
- My acknowledged strengths, e.g. strategic thinking
- I need to further develop, e.g. ways to encourage unedited feedback
- I need to understand better, e.g. the link between motivating people and productivity
- I could benefit from assistance with the following, e.g. leading people through change
- I will make a commitment to change the following behaviours