Conduct an information campaign in your organization that highlights the benefits of 360-degree feedback. Establish and communicate deadlines, including when and how participants will receive their reports.
Provide specific training to raters. Train those providing feedback on the use of the 360-degree feedback tool; how to avoid rater bias; how to make honest but constructive open-ended comments; how to provide feedback in a friendly and respectful manner, offering constructive advice. Help responders see how they will benefit from providing frank feedback, e.g. their manager’s performance has a good chance of improving, making work life better for them.
Clarify rater anonymity. Assure raters in categories like direct reports and peers of their anonymity and confidentiality. Let them know that their names will not be associated with their ratings and comments on the 360-degree feedback report. Explain how numeric results and comments are averaged/combined in the report to ensure confidentiality protection.
Prepare recipients of feedback so that they can analyze their reports objectively and without responding defensively. It is particularly important to communicate the intended uses of the information. Make it clear whether the results of the survey are intended for private use by the participant, to be shared with the supervisor, or to be more widely available (e.g. to HR).
Help participants discover the growth opportunity 360-degree feedback offers. Remind them to reassure responders that there will be no recriminations for honesty.
