What is a 360 Review and
Why is it Valuable?
Do you need a 360-degree review? If you're not sure what that is, don't worry, you're not alone.
A lot of people aren't familiar with the term, but that doesn't mean it's not valuable.
On this page, we'll define what a 360 peer review is (sometimes called 360 feedback or a 360 assessment), and explain why it's critical for leaders who want to be better for their teams. We'll also provide some tips on how to make the most out of this type of feedback.
So if you're curious about 360-degree feedback or are looking for ways to improve your leadership skills, this page will point you in the right direction.
What is a 360 Review?
360-degree feedback is a process that allows you to collect input from a variety of people who interact with you professionally - most commonly your team (direct reports), your boss/manager, colleagues, clients, and other associates.
Imagine your place on the organizational chart - the objective is to collect feedback from above, below, left, and right - that’s why it is called a 360-degree review.
The goal of the 360 process is to get an honest appraisal of your performance, reputation, effectiveness, impact, strengths, and weaknesses from all angles. Collectively, this is often called your internal reputation, or Leader Brand.
Who Should Get a 360 Peer Feedback Review?
Feedback from colleagues is helpful for honing your skills as a professional at any stage of your career, but if you manage people, you’ll find this type of feedback especially valuable. In fact, if you oversee a team of direct reports, you probably spend time contemplating how to become a more effective leader. A 360 assessment is the place to start. It will give you the insight you need into how your leadership is perceived by those around you. Only then can you decide which skills and strengths you can double down on, and identify your biggest opportunities for improvement.
What Are the Benefits of a 360 Assessment?
Leaders like you often find themselves in the difficult position of wanting to improve their performance but not knowing where to start. Plus, every leader has inevitable blindspots that no amount of self-awareness can uncover - that’s why they are called blindspots.
A 360 peer review is your first step toward having a complete and accurate understanding of your leadership impact. Once you have this understanding, you can start clarifying the assumptions that are eroding your relationships.
Here are what our clients report as the most
common benefits of receiving 360 feedback:
1. Increases awareness
One of the primary benefits of 360-degree feedback is that it can help individuals to identify their strengths and weaknesses. By receiving feedback from a variety of sources, individuals can get a well-rounded view of their performance and areas that need improvement. This can be especially helpful for individuals who tend to be hard on themselves, have difficulty receiving constructive criticism, or haven’t had the quality and frequency of feedback from their manager
2. Encourages open communication
360-degree feedback also encourages open communication between employees and managers. Providing employees with the opportunity to give and receive feedback fosters a more open and honest working relationship and an entry point into more meaningful development conversations.
3. Helps to improve performance
Another benefit of 360-degree feedback is that it can help to improve performance. By receiving regular feedback, individuals can identify areas where they need to make changes in order to improve their work. Additionally, by giving employees the opportunity to provide feedback to their managers, it can help to improve the overall quality of management.
4. Increases job satisfaction and motivation
360-degree feedback can also lead to increased job satisfaction. When employees feel like their voices are being heard and they are able to give input on their work, they are more likely to be satisfied with their jobs. Additionally, by receiving regular feedback, employees can feel like they are making progress in their careers and feel more motivated to do their best work.
5. Reduces turnover
360-degree feedback can help to reduce turnover. When employees are satisfied with their jobs and feel like they are making progress, they are less likely to leave their positions. Additionally, by providing employees with regular feedback, companies can address any issues before they lead to employee dissatisfaction.
6. Greater accountability
Finally, 360-degree feedback can also help to increase accountability within an organization. When employees know that they will be receiving regular feedback, they are more likely to take their job responsibilities seriously and perform at their best. Additionally, when managers give regular feedback, they are more likely to hold employees accountable for their performance.
When is the Best Time to Conduct a 360 Feedback Assessment?
Some clients we work with engage Level 52 to conduct a 360 peer review when there is an issue that needs to be addressed or a manager on their bench needs some help understanding the unintended impact of their leadership approach. Although this can be an effective time to conduct a 360 review, we encourage our clients to make the 360 review part of their annual performance plan, instead of waiting for a problem to arise.
Even better than standalone 360 feedback is when it’s coupled with professional development. Our Accelerated Leader Program, for example, couples a 360 feedback report with 12 leadership development modules and three one-on-one sessions with a certified coach. This way, not only do you get a debrief on how your leadership impacts those around you, but you also get the support of an award-winning program to help you level-up your
blindspots and a coach to ensure you convert that knowledge into action.
The Dos and Don'ts When
Conducting a 360 Assessment
Use a standardized set of questions to collect feedback from each evaluator.
Include a mix of numerical ratings and short-answer survey questions.
Ensure some questions explore qualities that align with your core values or corporate leadership competencies.
Keep all responses anonymous (other than the participant’s direct manager).
Use an external third party to facilitate the 360 process, so all participants have confidence that it’s truly confidential and that no one inside the organization can see what they said.
Provide feedback to the participant in an easy-to-understand report.
Provide coaching/mentorship to help the participants make meaning of the information they are receiving.
DO:
DON’T:
Never provide a feedback report without the support of a thought-partner (ideally a certified coach) to help the participant absorb and make meaning of the feedback.
Don’t exclude colleagues from your list just because you think their feedback will be harsh or because you’ve had a conflict with them in the past.
These may be some of your richest opportunities for growth and learning.
Don’t try to figure out who said what. If your reaction to a particular comment is, “who said that?!?,” then take a breath, step back, and figure out what truth you can extract that will help you grow as a professional. Then, move on.
Don’t conduct 360 reviews in-house. Participants will assume others in the organization can see what they are saying and feedback will be a diluted/filtered version of the truth. Instead, hire a trusted external partner to conduct your 360
reviews, such as Level 52.
Examples of Questions to Include in
Your 360 Feedback Survey
What is this person’s greatest strength?
What is the impact of this strength?
What blindspot is limiting this person’s effectiveness/performance?
What is the impact of this blindspot?
What blindspot is limiting this person’s effectiveness/performance?
What is the impact of this blindspot?
What do you like most about collaborating with this person?
What do you like least about collaborating with this person?
Think of a positive experience you’ve had working with this person.
What two words best describe how you felt?
(examples: supported, confident, trusted, inspired...)
Think of a negative experience you’ve had working with this person.
What two words best describe how you felt?
(examples: disrespected, mistrusted, unrecognized, confused...)
What behaviors or habits would you like to see this person
Start - Stop - Continue
Are 360 Reviews Effective?
The results of 360-degree feedback can be enlightening and help leaders identify areas where they need to continue growing and developing their skills. The best leaders are always looking for ways to improve and grow, and receiving a 360 assessment is one of the most
effective ways to do this.
It's important to note that not all leaders will benefit from 360 peer feedback reviews. Those who are open to receiving constructive criticism, who value self-awareness, and who are committed to continuous learning will likely find the most value in these reviews.
If you're unsure whether or not 360 peer feedback reviews would be beneficial for you, we encourage you to give it a try! You may be surprised at the insights you gain about yourself and your leadership abilities.
Before engaging in a 360 review - either as the participant or as the evaluator - be sure to check out these resources first. They will help you activate a growth mindset and get better at providing and receiving feedback:
