Administering 360° Feedback 

The administration process includes communication of the 360° feedback initiative, respondent selection, and management of participation in the process.  Here are important guidelines to consider. 

Communicate the purpose of the 360° feedback program to every member of the organization

•  Explain the rationale for the program. 
• Describe what will be measured, how it will be measured, and why.
•  Explain how the information will be used – and be clear about what will not be done with it.
•  Outline what follow-up development support will be provided. Be clear about the expectations for follow-up activity beyond report review.

 Clearly explain the extent to which information is confidential and anonymous.

•  Explain how the process will support and protect participants and respondents.
• Set out the minimum number of respondents required to produce reports.
• Explain what information will be shared, and at what level of detail.

Allow participants to select their respondents, and provide information and support to help them make the best selection.

• Choose respondents who know the participant well and have worked with him or her enough to provide informed assessments.
• Select respondents who will provide candid, balanced feedback. Strive for a balance between supporters and individuals who may be more critical.
• Identify enough respondents from each group – peers, clients, direct reports, etc. – to ensure confidentiality will be preserved and data will be reportable. We generally recommend a minimum of 12 respondents, with no less than 3 in any category; bearing in mind that not everyone selected may complete a questionnaire.
• Build in a review process to validate the participant’s selection of respondents. For example, the manager might be allowed to add, but not remove, respondents from the participant’s list of candidates. 

 Ensure the 360° feedback program is accessible to participants and respondents.

•  Ensure information and instructions are clear to all participants and respondents. Indicate who to contact with questions and concerns and ensure this contact person has all the answers.
• Ensure time is made available for uninterrupted completion of the questionnaire.
• Provide sufficient lead time for questionnaire completion. We suggest no more than two weeks, to maintain a feeling of momentum while providing time to accommodate workloads, vacations, etc.
• Don’t schedule a 360° feedback program during busy periods or during crises within the organization.
• Provide alternative questionnaire delivery processes where possible. For example, provide paper-based questionnaires, as well as web-based, for individuals who do not have access to or are not comfortable with computers and/or their perceived security.