1

360-degree Feedback

360-degree feedback is a tool that can be used as part of your RPD conversation to reflect upon your

performance over the last 12 months. It enables an understanding of different perceptions of our

behaviour and performance, through receiving confidential, anonymous feedback from those with whom

we work. In particular, 360-degree feedback may be helpful to use if your RPD reviewer is not your line

manager, or you work remotely from your team.

Typically feedback is sought from peers, direct reports and manager/s, although collecting customer or

stakeholder feedback can also be valuable. Typically, between eight and 12 people, from a mix of

hierarchical levels, are asked to complete a confidential questionnaire about a broad range of workplace

competencies. Questions are asked which normally relate to job skills, abilities, attitude or behavioural

factors. You will also be asked to assess yourself using the same feedback method.

Results are then analysed using a scoring or value judgement system, which provides a ‘score’ for each

area reviewed, based upon all the feedback you have received.

Some areas that need careful consideration in order to ensure a system of this kind is successful are:

Open honest feedback can sometimes be hard to hear. It is important you work with your RPD

reviewer in the preparation of the questionnaire to ensure understanding and agreement of the

criteria, respondents and how the process will work.

Consider the tool you are going to use to best analyse your results. For example, would you like

descriptive results that explain how people feel you have achieved, or a numerical score, which

you can analyse for trends over a time frame.

It is also important to ensure that any respondents are aware of any equality and discrimination

issues (comments such as’; ‘you can’t teach an old dog new tricks’, ‘not old enough to command

respect’.)

Consider the analysis of the results and how discussion of the feedback will form part of your

RPD. This is perhaps the most critical step in using 360-degree feedback effectively. Possible

failures are the inaccurate interpretation of information and delivering, or receiving, feedback

negatively. You will need to be aware before entering into this type of reflection tool that it

highlights both strengths and weaknesses. Therefore, you should consider, with your reviewer,

how any weaknesses will be discussed and addressed as part of your RPD conversation.

There are multiple ways to approach designing a 360-degree feedback system, either internally, or using

an external provider (for which there is often a cost). Should you wish to explore using this approach for

your RPD review, you can seek more information and guidance from the University’s Learning &

Development team.