The 360 Review Process

Last week, I recommended everyone complete a 360 review.  Here are few of the benefits for doing 360 reviews.  For the individual: increased self-awareness, discovering blind spots, understanding strengths, and taking ownership and control of own development.  For the organization: improved communication, more open culture, improved team working and mutual understanding, and improved leadership skills / capabilities.

I'd like to provide my own framework for what this feedback is, how to collect it and how to interpret it.

What is a 360?
  • A 360 review is feedback that comes from members of an employee's immediate work circle.  The feedback process gives people an opportunity to provide anonymous feedback to a coworker that they might otherwise be uncomfortable giving. Feedback recipients gain insight into how others perceive them and have an opportunity to adjust behaviors and develop skills that will enable them to excel at their jobs.

How do I collect the data?
  • At a minimum, the employees manager(s) and peers should be included in the survey.  For a more holistic view, the employees department could be included as well.   For example, I work under the technology department and asked my boss, and the CTO to fill it out, as well as the other PM and the Director of Development.  I also included individuals from sales, marketing and business development so I had a better understanding of what areas I needed to develop.
  • Begin to collect data through a standard survey.  First, the individual will rate themselves and then the managers, peers and other members of the organization will rate them.  (I have a survey that I am happy to share.  Please contact me if you'd like more information on this: info (at) pminheels (dot) com or on Twitter @PMinHeels.)
  • In addition to this feedback, if you are collecting data for yourself, ask your manager to speak with three or four individuals to get an understanding of how you interact with others.  Without you present, the team may be more willing to provide honest feedback that can be presented to you along with the data from the review.
How do I interpret the data?
  • Most survey's will rate the individual on a scale of 1 to 5, 5 being the most effective.  Assess various areas of development (as well as the strengths) based on the average scores.  You may also want to look at the difference between how you rated yourself and how others rated you - this could be eye-opening, particularly for product managers.
I am happy to answer any questions that you might have on the subject!  Please contact me, or comment here if you have suggestions, thoughts, comments, or just want to say hello!

Resources:
Blog: 360 Feedback
What is 360 feedback?
The Art and Science of 360 Review Feedback
The Coaching Manager: Developing Top Talent in Business

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