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.
2) How? In-Person, face-to-face, and preferably, one-on-one.
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.
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.
Author: Sharon Hudson, Director, Talent Tools