It is accepted that 360 degree feedback and performance appraisals are only of use if something happens as a consequence. Typically, this takes the form of a 'Personal Development Plan' (PDP) which details what development actions are going to happen for the individual in question.

It is absolutely essential that the recipient of the feedback completes this PDP - this sounds commonsense and almost too obvious to mention, but sometimes we see the manager, coach or HR person take the PDP and begin to fill it out on the behalf of the recipient.

The act of completing the PDP is a very important step in the 360 process; the individual, by their own action, commits to change - whether this be through different day-to-day behaviours or by deciding to attend a new training programme.

Let the recipient 'close the loop' and they will stay the course and make the changes.

John