Providing 360 Review Feedback

At the end of a 360 review process your Review Administrator may choose to share your direct reports’ review results with you. This may happen over email or the administrator may choose to share a PDF review report directly with you. You will receive one 360 Review Report for each of your direct team members. You will also be able to access review reports down the hierarchy for team members reporting up your chain of command.

Review Privacy

The following roles have access to review reports:

• Review Administrators
• Direct Managers
• Managers Up the Command Chain

In an individual's review report you will be able to see all responses from peers, managers and self reviews, including comments and who those responses were submitted by. 

The Review Administrator may choose to share an anonymized version of the review report with review subjects. This anonymized version contains only a high level summary of the review results.

Sharing Feedback with Subjects

At the end of a review process it is each manager’s responsibility to plan a 360 Review Feedback Session with each of their reports. Feedback Sessions are typically between 30 minutes to 1 hour long and usually contain only the manager and relevant direct report. 

Tips for Running an Effective Feedback Session:

• Prepare - Before the session spend 30 minutes reading each of the review responses for your report. Take notes on key points you would like to discuss during the feedback session including:

1. Successes and strengths
2. Areas for development
3. Ideas on how to support their future growth and development

• Maintain Anonymity - in most cases it is not worth exposing the comments and feedback of specific peers. Doing so may create an adversarial environment and make peers less likely to share honest feedback in future.

• Take Notes - Create a shared Employee Development Document and track feedback, key decisions and actions planned during the feedback session. These notes will be a valuable resource for tracking progress in future discussions.

• Listen - Managers should ensure that they allow their team members to respond to feedback and share their own perspective on their performance and any additional ideas for improvement.

• Constructive Feedback - Remember that the goal of 360 Reviews is to help individuals develop professionally. A successful feedback session should leave team members feeling motivated and clear on what they need to focus on to get to the next level.