How to get 360 degree feedback

You want to improve professionally, but you're not sure how to go about getting feedback from others. 360-degree reviews are an excellent place to start your journey, but how do you get feedback?

Employee stressed by performance review

At some point you'll likely start to think about how to take your career to the next level. Getting feedback from your peers is a crucial part of finding out what your strengths are and what improvements you can make. 360-degree feedback is a great place to start collecting this information, but how do you go about getting feedback?

Some organizations offer programs through HR or your manager, where they will send requests to your peers for feedback. They will aggregate the data and send it to you. Not all organizations offer this. However, there are other options to complete a 360-degree review.

Services like ours can help you get the feedback you need. By keeping responses to your feedback request anonymous, 360 Feedback Pro lets you get accurate answers from your peers so that you can get valuable feedback.

How do you choose who to invite to provide feedback?

It's often best to get feedback from the people that you deal with regularly. A lot of times these are your coworkers, bosses or clients. You should aim to get the feedback request in the hands of those who can provide you with the most valuable feedback.

If you work for a company and plan on surveying clients, it may be necessary to clear this with your management team. Some companies may have policies against this, and in some cases, could be a breach of privacy. If you're not sure, check to confirm if it is ok or not.

If your bosses, bosses, boss isn't someone you interact with, then they may not be the best person to ask for feedback. On the other hand if you are in weekly or monthly meetings interacting with them, they may be able to provide you with valuable insight!

When choosing someone to include in your feedback request, consider how you view this person in their professional capacity. If the person is someone that you respect professionally, then add that person in your feedback request. Even if you think their feedback may not be positive, you will likely gain valuable information from them.

If you feel that a person may be vindictive in their answers or not take the request seriously, then it is probably best to move on to the next person. While you should consider all feedback, there is a substantial difference between constructive feedback and criticism. Criticism is something you shouldn't have to put up with at your workplace, so avoid those who tend to give it.

Remember that the feedback you are getting is going to be just that, feedback. You need to process the answers provided and see what insights you can gain and what changes you may need to make. Just because you get feedback on some aspect of your performance, it doesn't mean that you necessarily need to make changes. Review all of the answers and consider it, then determine what changes you should make.

Should I do anything before requesting the feedback?

It is often helpful to let people know that you will be requesting feedback from them. It can be confusing for your peers to receive an email from a manager or HR asking for feedback. Letting them know ahead of time that you are requesting the feedback will also give them time to think about how they might answer some of the questions.

When using a 3rd party service such as 360 Feedback Pro, it will also help confirm the validity of the request to the recipients so that they are more likely to respond. 3rd party services should also have built-in reminders to send to your reviewers so that if they forget to respond, the system will automatically request the feedback before the survey expires.

Send an email or call the people that you are requesting to provide feedback and let them know they will be receiving a 360 feedback request. Explain to them that you value their insight and that it would be helpful if they would respond with honest feedback. Let them know that you appreciate them taking time out of their busy day to respond and provide feedback. It is also an excellent time to express to them that their feedback will be anonymous.

Once you have collected your list of reviewers, send the feedback request to them, and allow enough time for them to respond. People are often busy, and it can be difficult for them to respond quickly. Don't expect people to be able to respond to your request within a day; it may take several days or a week to get the feedback. If they haven't answered, your 360-degree review system or the person who is managing your review should remind them to complete the feedback.

After the review

Once your review is complete, and you've had time to process the responses, it is always good to thank those that participated. Send an email to the original list of reviewers thanking them for their time. A simple "thank you" email will go a long way once you get ready to do another 360-degree review.

Make regular reviews a regular part of your year. I recommend doing a 360-degree review at least twice a year so that you can continue to adjust your goals and development with information that comes back from the analysis. Once you have settled on the things you want to improve, work with a manager or mentor to help you create a plan and hold you accountable to it.

Remember that 360-degree feedback is a tool to help you improve so that you can align your skills and goals to enhance your career. Finding the right people to provide that feedback is critical to the process but should be easily doable by merely asking. If you are working in a healthy environment, then the people around you should be willing to take the time to provide you with helpful feedback.