Checklist: Are You Ready to Succeed with 360 Feedback?

Why do you want to use 360 degree feedback surveys? Some common reasons include:

• Executive assessment and development
• Succession planning
• Core competency assessment for specific roles
• Skill development for new supervisors, managers, team leaders and executives
• Team development
• Consultative and service skills development

What outcome are you hoping to achieve with 360? Some common goals include:

• Enhanced leadership & vision
• Organizational bench strength
• Adaptability to rapid change
• Up-leveling individuals to new roles
• Increased team commitment

Have you conducted a 360 survey before? If so, was it successful? Administrative considerations:

• How many different locations?
• How many different languages?
• Do you have a preference for how the survey will be administered?
  • Internet
  • Mailed to home or office
  • E-mail

How will feedback be delivered and reinforced effectively? Some common methods include the following:

• Through trained feedback providers
• In conjunction with training
• In conjunction with individual coaching
• Linked with performance appraisal
• Time 1, Time 2 cycles to track and illustrate improvements

How are you planning on delivering the data?

• Through individual coaching sessions
• During training
• Summaries for top management

How well positioned are you to help feedback recipients take action on the resulting data?

• How many employees in your organization will be given feedback?
• Do you plan on repeating the feedback process at a later date to determine progress?