The success of a 360 feedback process starts with ensuring that participants are brought into it, fully engaged, and motivated to support the process. The kick-off session enables this by answering questions, addressing doubts, and setting the right tone for what follows. Get it wrong, and you risk disengagement, anxiety, and lower-quality insights.
This article outlines the ideal flow of a 360 feedback launch session, highlighting what to cover at each stage to maximise engagement.
A strong launch begins by framing 360 feedback clearly as a developmental tool, rather than an assessment exercise. For many participants, this distinction is critical for building trust and encouraging open, honest engagement. The key messages are to include what 360 feedback is, and isn’t, and the key benefits, including gaining valuable insights such as:
Positioning the process as supportive and developmental sets the right tone from the start and encourages participants to engage constructively.
Before participants can fully commit, they need reassurance about how the process works and why they can trust it. The kick-off session should introduce the principles that underpin your approach and directly address the questions most participants are likely to have.
Key principles to cover:
By establishing these principles upfront, participants gain confidence that the 360 process exists to support them, not judge them.
Once trust is established, the session should give participants a clear view of how the process works from start to finish. This isn’t about system-specific instructions, it’s about setting expectations and building confidence.
Key points to cover:
Clarity at this stage reduces uncertainty and helps participants feel prepared.
One of the most effective ways to improve both response rates and the quality of feedback is by encouraging participants to communicate directly with the people they invite to complete questionnaires.
Where possible, participants should be encouraged to speak to respondents face-to-face to explain the purpose of the process. If that isn’t practical, they should send a personal email requesting their support. This could include inviting them to:
Experience shows that when participants take the time to engage their respondents in this way, the feedback is typically richer, more thoughtful, and provided more promptly.
For more ideas on helping respondents provide constructive and balanced input, see our article Enabling 360 Feedback Respondents to Give Useful Feedback.
For many participants, receiving their 360 feedback report is the most anticipated stage but also the one they feel least prepared for. Use the launch session to explain how they will be supported to make the most of their results and turn insights into action.
Finally, the session should close by sharing key milestones and deadlines, ensuring participants understand what’s expected and when. These might include:
Clear timelines help participants stay engaged and organised.
A well-structured kick-off session does more than introduce the process - it sets the foundation for a successful 360 feedback journey. By establishing the purpose, principles, process, and next steps clearly, you build confidence, foster engagement, and help participants get the most from their feedback.
Handled well, this stage turns 360 feedback from a routine exercise into a powerful catalyst for personal and professional growth.
Q. What’s the best way to engage participants in the 360 feedback process?
A. Use the kick-off session to position 360 feedback as a developmental tool, explain the benefits, reassure participants about confidentiality, and address any questions or concerns. Setting the right tone from the start builds trust and drives stronger engagement.
Q. How can I reduce participant anxiety about giving or receiving 360 feedback?
A. Use the kick-off session to build trust by explaining the process clearly, highlighting confidentiality, and showing how participants will be supported in understanding and using their feedback report
