On Line 360 Degree Feedback FAQ
If you or your organisation have not used 360 degree feedback before, it is probable that you have many questions regarding its use, implementation and benefits. .
- Is it really confidential; can I be honest?
- My organisation has its own competences can we use these as part of the feedback?
- How long does it take between setting up the 360 and getting the feedback?
- How long will it take the responders to complete the survey?
- Where are the questionnaires located?
- How many responders should I choose?
- How will I know how many people have responded?
- Is the feedback easy to understand and act upon?
- Surely the feedback is only based upon people's opinions; how useful is it?
1. Yes. The report that the
subject receives presents an average of the responses made by colleagues,
team members and other groups. No individual within these groups can
be identified so colleagues etc can feel confident that what they
individually say, is not reported back to the subject.
If, for example, a subject only has one team member then obviously to
present their data would reveal their actual responses. In such cases
we will amalgamate a single team member with another reporting group to
ensure that the person can remain anonymous. Top
2. Of course. If your business has developed its own competences it is helpful if these are reported within the 360 degree feedback. We can easily mix these in with other similar questions or set aside a specific block of questions that all relate to organisational specific competences. Top
3. On average 3 weeks. As soon as you identify who you would like to provide you with feedback, e mails are sent to them asking for them to go on line and complete your questionnaire. Not everybody can respond straight away and there may be some folk who are on vacation at this time hence it is helpful to build in a degree of float. We would normally recommend setting a closing date for responses of 14 days after the initial request with a further 7 days to allow responders who were absent or have forgotten, to get their questionnaires returned. Top
4. Approximately 20 minutes. All they need is a computer with an internet browser. Hence they could potentially complete your questionnaire at work or at home. Top
5. The questionnaires are securely held on the PSA Training and Development web server. This can be accessed over any sort of internet connection and does not require any special log in procedures. Top
6. As many as you feel can give you honest feedback. The 360 degree feedback tools from PSA have the largest respondent groups currently available anywhere. You can have up to 4 managers, 10 Colleagues, 10 Direct Reports, 6 Others of your choice (clients, suppliers, former colleagues etc). You do not need to use all of the spaces within a respondent group (many people have only one manager to provide them with feedback) but should you need to gather a wide spread of opinions, rest assured that the tool can accommodate this. Top
7. You will have access to a web page that will be updated as your responders return their feedback. You will be able to log in and see precisely (and in real time) how many of your colleagues have responded and who you might need to remind. Top
8. Yes. With more than 10 years experience of constructing and delivering feedback to 360 degree participants we have devised a cascading format that will walk you through the data from the very highest level right down to the question by question detail. This is vital in order that the data remains helpful and understandable to the subject. As soon as it becomes confusing, the value of the feedback will be vastly diminished. Many clients ask that we spend an hour or so acquainting the subject with the feedback in their report so that they can extract the greatest meaning from it. We are more than happy to do this with you / your colleagues. Top
9. It is true that the feedback provided
in a 360 degree survey (like most other survey tools) is based upon the
personal opinions of the responders. As such it is easy to rationalise
away any feedback that you, as the subject, are not happy with. "They don't
understand me / that part of my role", "I purposefully picked people who I
disagree with", "My team are holding a grudge over the XYZ incident".
However, for all but a tiny minority of responders, their opinions are based
upon their perceptions of reality as they see it. To
disregard their opinions is almost the same as saying that their view of
reality is wrong. Whilst it may differ to your own, their view is
based upon their experiences of working with you. In our experience,
responders rarely exaggerate in their feedback and for the subject to derive
the maximum benefit from their individual report they must first accept the
feedback from others (whether is it good or not so good news) as fact.
Once the subject has done this, then they are ready to move on.
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