360-degree feedback should be an integral part of your management development process in general. Presenting results of feedback to a participant should be a starting point for subsequent action – a further development plan, and actual change.
Having a specific, measurable action plan is necessary for change, so help participants set clear, specific goals and concrete action steps. Make sure they have a realistic timeline for accomplishing the entire plan and help them follow through. A workbook provided by Panoramic Feedback includes these components.
To help recipients of 360-degree feedback make best use of their feedback, it is essential that they have supports in place. Make sure your leaders have access to coaching, mentoring, training programs, courses, etc. that will help them achieve their goals.
Keep in mind that people also learn and improve through their personal work experiences, so emphasize their on-the-job activities and self-study
