5 Tips for communicating 360-Feedback Results

Written on the 23 October 2016 by Sharon Hudson, Director, Talent Tools

 

 

1) When?  The sooner the better.
As soon as the results are available. Keep the 360 initiative relevant and rolling. Provide quick, actionable feedback and progress to the development plan.

2) How?  In-Person, face-to-face, and preferably, one-on-one.
Use scheduled feedback sessions, not ad hoc conversations. Sensitively communicate the results in a constructive manner.  Consider employing a multiple-session approach, which encourages recipients to reflect and seek clarification.

3) Who?  By a suitably trained person.
The feedback consultant (be they internal or external, an HR professional or trained manager) plays an integral role in the feedback session, helping the recipient interpret and understand their report. They also convey meaning and provide context to the report data. Their role is to help the recipient (and organisation) to accept and benefit from the 360 experience.

4) Where to start?  Share the averages first.
Knowing that the group averages at the outset helps the recipient to feel more comfortable discussing their individual results.

5) What?  Focus on Strengths.
Beginning with strengths sets the stage for the review making it a positive experience.  Be mindful that people will easily get better at what they are already good at!  Take a risk mitigation approach to working on weaknesses. Discuss overcoming weaknesses by utilising their strengths.

Why?  To prepare their developmental implementation plan.
Which is the topic of the next post.

 

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