In today's workplace, growth is no longer just about climbing the corporate ladder—it’s about developing skills, improving relationships, and enhancing performance at every level. One of the most powerful tools for this is 360 degree feedback. Unlike traditional reviews that focus on feedback from just one person (typically a manager), 360 feedback gathers insights from peers, team members, and managers, and sometimes even stakeholders giving a more holistic view of a person's performance.
When done right, 360 feedback can lead to profound personal and professional growth. But how do you ensure that you’re getting the most out of it? Here are some top 360feedback tips:
1. Create a Safe Environment
Feedback can be intimidating, especially when it comes from multiple sources. To encourage honesty, it's important to create a safe and confidential environment where participants feel comfortable sharing constructive insights without fear of retaliation.
Tip: Use anonymised surveys and a trusted third-party platform (like ours – https://www.gfbgroup.com/360-degree-feedback-tools) to collect feedback. Emphasise that the purpose is development, not performance.
2. Focus on Development, Not Judgment
360 feedback should be framed as a tool for personal growth, not a performance evaluation. It's about learning from different perspectives to improve.
Tip: When sharing results, frame feedback as opportunities for growth rather than focusing on criticism. Use language like "areas for improvement" rather than "weaknesses."
3. Choose the Right Reviewers
The value of 360 feedback lies in getting a well-rounded view of someone’s performance, so choosing the right reviewers is crucial. Select individuals who work closely with the person and can provide meaningful insights.
Tip: Include a mix of peers, direct reports, and managers who interact with the individual regularly. Avoid including people who are too distant or too close personally, as their feedback may be less objective.
Read how GFB supported RS Group to kick start individuals self insight with the 360 for their Amazing Leaders programme https://www.gfbgroup.com/projects/rs-group%3A-amazing-leaders-360
We decided to use a 360-degree feedback tool to kick start the process to gain this self-insight, to find out where people were against the new framework, their perception of themselves, their line manager and their colleagues and ultimately the development needs most important for them to focus on.
4. Be Specific and Actionable
Generic feedback is of little value. Phrases like “You need to communicate better” or “Be more of a team player” are vague and hard to act on.
Tip: Encourage reviewers to provide specific, behavioural-based feedback and combine this
with specific closed question item responses rather than looking at general competencies and combined scores.
5. Balance Positive and Negative Feedback
While it's easy to focus on areas for improvement, don’t overlook your strengths. Recognising and building on positive feedback is just as important.
Tip: Use feedback to leverage your strengths. For example, if you're known for your creativity, find ways to incorporate that more into your projects. This will keep you motivated and help balance the more challenging areas you need to work on.
6. Follow Up with an Action Plan
Feedback without action is meaningless. After receiving your 360 results, it’s crucial to reflect and create an action plan to address the feedback.
Tip: Set SMART goals (Specific, Measurable, Achievable, Relevant, and Time-bound) based on the feedback you received. Regularly check in with your reviewers or mentors to track your progress.
7. Embrace a Growth Mindset
A growth mindset is the belief that your abilities and intelligence can be developed over time. It’s essential for maximising the benefits of 360 feedback.
Tip: View feedback as an opportunity to learn, not a fixed verdict on your abilities. Adopt a proactive mindset, where every piece of feedback is a step towards becoming a better version of yourself.
8. Engage in Open Dialogue
After receiving your feedback, don’t just tuck it away in a folder. Openly discussing the feedback with your manager or peers can bring clarity and insight.
Tip: Ask follow-up questions or request clarification if something in the feedback is unclear. Constructive conversations can help unpack the feedback further and lead to better understanding.
9. Repeat the Process
360 feedback isn't a one-time event. To track progress and ensure continuous development, it’s important to repeat the process regularly.
Tip: Schedule 360 feedback at consistent intervals—perhaps once a year or after significant projects. This will allow you to see long-term trends and improvements.
Read how B&Q used repeat 360s to track progress over time and accelerate their employees development: https://www.gfbgroup.com/projects/accelerating-development-at-b%26q
"we wanted the ability to be able track performance over three points in time”
10. Key 360 feedback tip: talk to the experts, talk to GFB
Here at GFB we not only provide a 360 degree feedback platform we also have a team of expert consultants that can guide and advise you on everything from question design to implementation advice and 1:1 feedback.
Tip: Take a look at our introduction to 360 on our website https://youtu.be/6xaCSUhvLJM and get in touch and arrange a free no obligation call with our team of experts who can discuss your requirements, advise on the best options for your specific project or organisation. https://www.gfbgroup.com/contact
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