Three Different 360 Degree Feedback Approaches

Written by Explorance.

There are different ways to administer a 360 degree feedback process within your organization. The approach you choose depends on your company, objectives and how you plan to utilize the results. The different approaches center around two critical considerations: 1) who manages the 360 process and 2) who owns the 360 results.

  1. Participant approach:

    One approach is to give individuals (those being rated) the main role of administering the process.

    In this method:

    • 360 degree participants select their raters and invite them to give feedback.
    • Managers are not involved in rater selection. However, they may approve the reviewers.
    • The feedback report goes directly to the participant who owns the results. They choose who to share the report with (manager, external coach, etc.).
    • Employees are empowered to take a direct role in the process and over their own development.
    • Participants are more likely to accept the feedback as they selected the raters themselves.
  2. Manager approach:

    Another way to approach 360 degree feedback is to allow the participant’s manager to oversee the process.

    In this method:

    • Managers play the key role of selecting raters and inviting them to give feedback.
    • The feedback report goes to the manager and the participant. Depending on the company, human resources may own the results.
    • Supervisors take an active role in presenting and discussing the results with the participant.
    • A development plan is co-created by the manager and the individual.
    • Managers are empowered to take a direct role in facilitating the process, providing support and in setting goals.
  3. Coaching approach:

    Some organizations prefer to have a neutral 360 degree feedback facilitator or coach administer the results.

    In this method:

    • The coach and participant both receive a copy of the feedback report; however, the individual owns the results.
    • A feedback session is held with the coach and individual to clarify results and to identify strengths and areas for improvement.
    • Participants receive results from a neutral party who is an objective interpreter of the data.
    • Feedback is delivered in a positive, non-threatening way by a trained coaching professional.
    • The coach can help create a development plan and discuss opportunities to explore.

Some organizations use a combination of elements within the above approaches. Again, it depends on your company’s structure and purpose of the 360 degree review.


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