7 Responses

1. A couple of ideas
   Hi Neil

   I have a couple of ideas which are probably a bit long winded to put in here. If you would like to chat through them give me a call on 07766 422376

   Regards

2. I have a template
   Not sure how useful this would be but might get you started, if you give me your email address I’ll send it.

   Karin

3. 360 Feedback Keep It Simple
   Neil

   I have found that to start with it is useful to have something very simple.

   Firstly think about what you want to measure from the 360 feedback.

   Then create a simple questionnaire that you send out to your team for return to someone independent who collates the key points.

   Also do your own rating so that you can see areas of similarity and difference.

   Hope that helps.

   Duncan Brodie
   Goals and Achievements
   http://www.goalsandachievements.co.uk/

4. Thank you so far
   Thank you everyone who has replied so far and those that do after this comment.

   My email address is [email protected]

   Thanks

5. Free – 360 Questionnaire Design Tool
   Hi Neil,

   To get this right and take the most out of the 360 degree feedback process. I would suggest that instead of searching for a generic ‘off the shelf’ set of questions, you aim to shape the questionnaire to meet your specific circumstances/ needs, in order that you get feedback on the ’important stuff’ that matters to you in your current role .

   The process of designing your own questionnaire does not need to be difficult …. I have a 360 degree feedback questionnaire design tool that makes the whole process very simple (it takes 4 – 5 mins only) and you’ll end up with a tailored questionnaire that will meet your specific needs. Drop me a note ([email protected]) and I’ll forward you a copy of the tool.

   Best of luck

   David

6. 360 feedback
   Firstly let me commend you for wishing to seek feedback from your peers, colleagues etc. which if tackled correctly should assist with your development. I am slightly reticent however in that 360 feedback is a very powerful tool which if used properly can greatly enhance your performance.Conversley, if not handled correctly it could damage your potential to improve. As a trained 360 feedback facilitator I am aware that there are hundreds of 360 questionnaires on the market measuring different behaviours, skills, etc but that is only the beginning. And some respects the easy part.Having completed the 360 rating there are many questions that need to be answered to contextualise, validate and interpret the data received. I am not trying to scare monger or sell business but ask you to consider these things as you move forward in your development. Good luck. Contact me if you want a chat ([email protected]) Rob

7. 360 feedback FAQs
   Hi Neil, You may find our online 360 handbook helpful – especially chapter 3, ‘Participants’ FAQs’. It’s free to UK HR managers – register at http://www.simply360.co.uk/handbook/