Asking for 360-Degree Feedback

Even the most reflective individuals benefit from honest feedback to enhance their growth mindset, professional identity and self-understanding. Your Personal Board of Directors can provide candid assessments of your traits and behaviours, enhancing your professional development. Another useful technique is 360-Degree Feedback, where people receive anonymous observations about their behaviour from peers and line managers. This promotes self-awareness and skill development (Richardson, 2010), offering insights into how individuals contribute to their organisation’s mission, vision and values.

The 360-Degree Feedback tool is typically integrated into broader performance management systems, helping prioritise personal development goals. Alternatively, you can ask your manager to facilitate this process as part of your learning. Consider creating an anonymous survey or having participants email your manager their responses to tailored questions supporting your development. A few example questions are:

• What are the attributes that you value most when working with?

• What skills have you seen_____ demonstrate?

• What skills or knowledge do you think___ could develop to enhance their performance at work?

• How would you rate ___ communication skills and how could they be improved?

• Is there anything ___ could do to improve your working relationship?

The Chartered Institute of Personnel Development (CIPD) has published an evidence review on performance feedback that includes 360-Degree methods, see here. 

The guidance provided on receiving and acting on feedback will help you maximise the benefits of a 360-Degree assessment.