{"id":96,"date":"2015-01-16T09:12:38","date_gmt":"2015-01-16T09:12:38","guid":{"rendered":"http:\/\/www.q3ed.com\/?p=96"},"modified":"2015-01-16T09:12:38","modified_gmt":"2015-01-16T09:12:38","slug":"360-degree-feedback-deployment-and-logistics","status":"publish","type":"post","link":"https:\/\/murrayslatter.me\/?p=96","title":{"rendered":"360 Degree Feedback Deployment and Logistics"},"content":{"rendered":"<p>Before you launch your 360 assessment program, there are some important logistical considerations and effective steps you can take to help your initiative succeed. Remember that the prospect of giving and getting feedback can be very threatening to some people. You should be mindful of this fact every step of the way and do whatever you can to help people feel comfortable with both giving and receiving feedback.<\/p>\n<h2>Communication!<\/h2>\n<p>Communicate to those getting feedback: It is essential that you educate the people being rated as to why they are being rated. If they are wary and do not trust your intentions, they can sabotage your initiative through their resistance to participate. If the 360 feedback program is developmental, tell them so. Let people know that they are not going to be fired, demoted, or penalized based on the results. The more information you can provide up-front, the more willing they will be to participate. Some important pieces of information to address include:<\/p>\n<ul>\n<li>Why are you doing this?<\/li>\n<li>Who will see the results? Will their boss see the results? Will HR?<\/li>\n<li>How and when will the results be delivered?<\/li>\n<li>Is participation mandatory?<\/li>\n<li>How will respondents be chosen? Is the participant choosing them or is HR managing this?<\/li>\n<\/ul>\n<h3>Communicate to the people giving feedback:<\/h3>\n<p>Respondents are being asked to take time out of their busy days to fill out the survey. Some respondents will likely be asked to provide feedback on several of their coworkers. Let the respondents know how their answers will be used, who will see them, and why they are being asked to give feedback. Keep in mind that giving feedback can be threatening to respondents. Be sure to emphasize that all feedback they provide will be anonymous and confidential.<\/p>\n<h3>Solicit Senior Level Support:<\/h3>\n<p>Your initiative will be more successful if you have the vocal support of the leaders of your organization. Have them help you kick off your feedback program and make sure they communicate to all employees that this is something they consider important. An email message or announcement from the CEO or Business Unit leader is a good way to let employees know that your 360 feedback program has support at the highest levels.<\/p>\n<h3>Anonymity and Confidentiality<\/h3>\n<p>If people do not feel comfortable giving feedback, they may not be as candid or forthright in the feedback they give &#8211; or they may simply not participate. If people do not feel comfortable getting feedback, they may resist participating or be less open to the feedback they receive.<br \/>\nIn order to get candid feedback and make sure people are comfortable receiving feedback, it is important that you convey to both participants and respondents that the 360 assessment is anonymous and confidential. This is often most effectively accomplished if a neutral third party conducts the surveys. Respondents will feel more comfortable giving honest feedback to a third party, and participants will feel more comfortable getting feedback from an outside source.<\/p>\n<h2>Planning and Logistical Considerations<\/h2>\n<h3>Avoid Gridlock!<\/h3>\n<p>Keep in mind that for every person receiving feedback, a dozen or more people will be providing feedback. If a large number of people will be receiving 360 feedback, potential respondents can get quickly overwhelmed with requests to provide feedback. Consider the following suggestions to avoid this situation:<\/p>\n<ul>\n<li>If you are conducting company-wide 360 feedback or feedback on more than 50 employees in a particular part of your organization, consider using our Enterprise Feedback Option, which is designed for 360 feedback with as many as several thousand or as few as 50 feedback recipients.<\/li>\n<li>Alternatively, for smaller-scale projects with 100 or fewer participants, roll out your program in phases horizontally across your organization. If possible, have only a small number of people in any particular workgroup or business unit go through the program at the same time. Most feedback requests will be sent to people in the same workgroup, so if a large number of people in the workgroup are asking for feedback at the same time, key people in that workgroup will likely be inundated with requests for feedback.<\/li>\n<\/ul>\n<h3>Timelines:<\/h3>\n<p>Every request for feedback will include a date by which respondents need to reply. The ideal amount of time is anywhere from 10 to 14 days. If the time is shorter, people might not get to it before the deadline. If the time is longer, they will likely forget about it. Plan to send reminders a few days before the feedback deadline. If possible, you should also allow for a few extra days at the end for stragglers.<\/p>\n<h3>Response Modes:<\/h3>\n<p>You should encourage respondents to provide feedback via the internet. This will save you the trouble of collecting and tabulating data yourself. But you can also offer respondents the option to fill out a paper version if they prefer. Some respondents may not have access to the internet or may find time to provide feedback when they are not in front of a computer (e.g. while traveling).<\/p>\n<h3>Thank Respondents:<\/h3>\n<p>Once you are done collecting data, be sure to send a thank you message to respondents. Remind them of how their feedback will be used.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>Before you launch your 360 assessment program, there are some important logistical considerations and effective steps you can take to help your initiative succeed. Remember that the prospect of giving and getting feedback can be very threatening to some people. [&hellip;]<\/p>\n","protected":false},"author":3,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"content-type":"","_monsterinsights_skip_tracking":false,"_monsterinsights_sitenote_active":false,"_monsterinsights_sitenote_note":"","_monsterinsights_sitenote_category":0,"jetpack_post_was_ever_published":false,"_jetpack_newsletter_access":"","_jetpack_dont_email_post_to_subs":true,"_jetpack_newsletter_tier_id":0,"_jetpack_memberships_contains_paywalled_content":false,"_jetpack_memberships_contains_paid_content":false,"footnotes":""},"categories":[5,6,2,3,13],"tags":[],"class_list":["post-96","post","type-post","status-publish","format-standard","hentry","category-change-management","category-leadership","category-leading-people","category-people-and-culture","category-professional-development","clearfix"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.3 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>360 Degree Feedback Deployment and Logistics - Murray Slatter<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/murrayslatter.me\/?p=96\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"360 Degree Feedback Deployment and Logistics - Murray Slatter\" \/>\n<meta property=\"og:description\" content=\"Before you launch your 360 assessment program, there are some important logistical considerations and effective steps you can take to help your initiative succeed. 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You need to consider organizational expectations as well as job-specific competencies. Moreover, your assessment items need to be well written to gather the data you are looking for. Poorly written items\u2026","rel":"","context":"In &quot;Change management&quot;","block_context":{"text":"Change management","link":"https:\/\/murrayslatter.me\/?cat=5"},"img":{"alt_text":"","src":"https:\/\/i0.wp.com\/www.custominsight.com.au\/360-degree-feedback\/images\/dotGray.gif?resize=350%2C200","width":350,"height":200},"classes":[]},{"id":92,"url":"https:\/\/murrayslatter.me\/?p=92","url_meta":{"origin":96,"position":1},"title":"Design your 360 Assessment Carefully &#8211; We can Help","author":"admin","date":"January 16, 2015","format":false,"excerpt":"For a more complete and detailed discussion on how to develop your own customized 360 assessment, see our article: Define Superior Performance - Identify Competencies and Expectations for your Organization: Work with the leaders of your organization to identify competencies which are expected of all employees. These competencies should be\u2026","rel":"","context":"In &quot;Change management&quot;","block_context":{"text":"Change management","link":"https:\/\/murrayslatter.me\/?cat=5"},"img":{"alt_text":"","src":"","width":0,"height":0},"classes":[]},{"id":99,"url":"https:\/\/murrayslatter.me\/?p=99","url_meta":{"origin":96,"position":2},"title":"360 Degree Evaluation  &#8211; Delivering Feedback","author":"admin","date":"January 16, 2015","format":false,"excerpt":"You should start planning how feedback will be delivered before you even start gathering data. The plan should be communicated to those people who will be receiving feedback and perhaps also to those people providing the feedback. Once you are prepared to present the feedback results to participants, keep in\u2026","rel":"","context":"In &quot;Change management&quot;","block_context":{"text":"Change management","link":"https:\/\/murrayslatter.me\/?cat=5"},"img":{"alt_text":"","src":"","width":0,"height":0},"classes":[]},{"id":89,"url":"https:\/\/murrayslatter.me\/?p=89","url_meta":{"origin":96,"position":3},"title":"360 Degree Feedback","author":"admin","date":"January 16, 2015","format":false,"excerpt":"Up until a few years ago, I hated the thought of a 360 review. However over the last 3 years I have learnt to love them and what they tell me about how I can \"turn the dial\" and \"adjust\" to improve my performance. What is a 360 degree review?\u2026","rel":"","context":"In &quot;Change management&quot;","block_context":{"text":"Change management","link":"https:\/\/murrayslatter.me\/?cat=5"},"img":{"alt_text":"","src":"","width":0,"height":0},"classes":[]},{"id":94,"url":"https:\/\/murrayslatter.me\/?p=94","url_meta":{"origin":96,"position":4},"title":"Developing a 360 Feedback Competency Model","author":"admin","date":"January 16, 2015","format":false,"excerpt":"Competency Models for 360 Feedback Surveys The first thing to decide is whether you want to work from an existing competency model or develop your own. Resist the temptation to re-invent the wheel. Many companies spend a great deal of time and effort creating a \"unique\" competency model for their\u2026","rel":"","context":"In &quot;Change management&quot;","block_context":{"text":"Change management","link":"https:\/\/murrayslatter.me\/?cat=5"},"img":{"alt_text":"","src":"","width":0,"height":0},"classes":[]},{"id":625,"url":"https:\/\/murrayslatter.me\/?p=625","url_meta":{"origin":96,"position":5},"title":"Preparing for change","author":"admin","date":"March 23, 2015","format":false,"excerpt":"If you manage a business unit or group, there are certain steps you can take to help your organization become change-ready: Encourage participative work within your unit. Develop more participative approaches to how everyday business is handled. Specifically: Push decision making down to lowest levels possible. 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