At a recent get together, we worked on an open format for 360 feedback for the directors (and one brave volunteer).  We didn't use a system - shock horror - instead we wrote strengths and weaknesses on sticky notes.  Here is how we did it.

Everyone wrote strengths and weaknesses on separate sticky notes.  They wrote who the feedback was for and who was giving it.  The only rule was that you had to have more strengths than weaknesses (I think we settled on development area as the phraseology).  Those getting 360 feedback had to write feedback on themselves also. 

We then placed the feedback on a table (alongside the chair where the recipient was sitting).  All respondents then read the feedback that had been provided by their teammates- if they agreed with it, they ticked it...if they disagreed they put a cross...and they left any other feedback blank.

The recipient then read their feedback.

What could they see?

A great set of narrative feedback from a range of people.  They could see if that opinion was shared by others, was isolated, or contradicted.  After the meeting we could check out with the people who gave the feedback what they had intended by their comments if we were unsure.  And we produced an action plan which was shared with all participants.

We passionately believe in 360 degree feedback and this was one of the routes that we have used it - I learned a great deal from both being a recipient and through the challenge of being a respondent.  We'll probably use rating scales again one day but it was very interesting how powerful just getting narrative feedback was.

We have talked about enhancing our 360 feedback software to support this process ... but I have a sneaky suspicion that sticky notes are too clever for us!

Brendan