We recently announced the release of our newly revised 2011 edition of our whitepaper, "Succesfully implementing 360 degree feedback; a guide for HR professionals" - a key difference with this new version is the amount of detail around 360 feedback reporting.
It’s a crucial element; the report has to be easy to understand such that the recipient can draw meaning and insight to aid their thinking around their own development.
Too often reports are lengthy, repetitious, overly analytical and with data that provides no discernible benefit.
Fundamentally, the report dictates the type of conversation one will have in the face-to-face debrief; a range of different styles is shown below:
If it’s reflective (Style A) of everyone’s ratings without averaging, then the conversation will spend more time drawing out those differences between the different categories of respondent; a question might be:
One can quickly see that how the feedback is presented is as important as getting the feedback in the first place.
If you would like the whitepaper sent to you automatically, then you can sign-up and confirm your interest in the box opposite.