For many people, being asked to give 360 feedback can feel a little daunting. Respondents may not know how to do it well and may even feel nervous about how any critical feedback may be received and used.
The success of any 360 process relies on the quality of feedback respondents provide and below are three proven steps to achieving this. The first two focus on engaging respondents, while the third provides “just-in-time” guidance to help them give the best possible feedback when it matters most.
Before the 360 process begins, it’s important to make sure everyone in the organisation understands what’s happening, why it’s happening, and what’s expected of them. One way to achieve this is to invite the 360 feedback project lead or champion to send a short introductory email to all employees.
The aim of this email is to:
By setting the scene in this way, everyone who could be involved is clear on what’s required and feels reassured about the process.
Whilst the organisation-wide email sets the context, one of the most effective ways to improve feedback quality is to encourage participants to personally contact their nominated respondents before the survey goes live, either through a short conversation or a simple email.
We suggest participants briefly explain:
The goal should be to keep the message short, personal, and clear.
While the first two steps are about engaging respondents before they give feedback, this final step is different. It’s about providing practical, “just-in-time” guidance to help respondents give high-quality feedback at the point they need it.
The best platform designs include several features to support respondents in giving high-quality feedback, including a simple one-pager that highlights key principles such as:
In addition, the most effective platforms include built-in system prompts to help respondents improve the quality of their feedback. For example, if a respondent gives consistently low ratings within one competency area, a polite guidance note may appear, encouraging them to add a short comment with suggestions on how the participant could improve in that area.
By providing this “just-in-time” support, we ensure respondents give feedback that is balanced, specific, and actionable, maximising the value of the final report.
By priming the organisation, encouraging participants to engage their respondents directly, and providing clear on-screen guidance, you make it easier for respondents to give thoughtful, honest, and useful feedback.
Q. How do we help 360 feedback respondents give effective feedback?
A. Make sure respondents understand the purpose of the 360 feedback process and feel reassured about the level of anonymity. Provide clear guidance on giving honest, constructive feedback, including using specific examples and balancing strengths with development areas.
Q. How do we engage 360 feedback respondents to achieve a high questionnaire completion rate?
A. Improve completion rates by engaging respondents early. Send a clear, organisation-wide email explaining the purpose, value, and time commitment involved. Encourage participants to contact their nominated respondents personally, and use in-platform reminders and tips to make completing the questionnaire as simple and straightforward as possible.
