How To Present A 360-Degree Feedback Skills Course
This 360-Degree Feedback Skills Course is an easy and fun course used in various training workshops, meetings, and activities. It is suited for groups of 12-15 people but can be applied to larger groups by forming smaller groups. It only needs about a day to present the content.
The content can be rebranded and customized by adding a logo.
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360-degree feedback involves employees receiving confidential and anonymous feedback from the people they work closely with.
This can include managers. Peers. Direct reports. And in some instances, customers may become part of a 360-degree performance appraisal.
This 360-Degree Feedback Skills course covers the basic concepts of 360-degree feedback initiatives within a workplace. How to enhance their performance management skills. How to provide feedback. Confidently set targets. Effectively identify areas for improvement. And how to not lose sight of the goal of the activities.
The course shares the key areas of performance management. Performance appraisals. And, discusses 360-degree feedback.
The course then highlights the main benefits of performance appraisals. The roles that managers and employees play. And introduces eight performance appraisal techniques and two specific implementation areas.
The course comes to a close by discussing whether an organization is ready for 360-degree feedback programs, and exploring why 360-degree feedback programs can sometimes fail.
Who Should Attend
This course targets the needs of line staff, team members, managers, and human resource professionals.
What Your Delegates Will Learn
At the end of this course, your delegates will be able to:
- Identify the main benefits of performance appraisals.
- Identify the roles of managers and employees.
- Understand eight standard performance appraisal techniques.
- Identify two implementation areas.
- Use 360-degree feedback.
- Determine whether an organization is ready for 360-degree feedback.
- Understand why 360-degree feedback Programs can sometimes fail.
There are nine critical sections in this training course.
1. Characteristics of effective performance appraisal systems
2. Three main objectives
- Explore that the appraisal is an opportunity to provide feedback to employees on their performance.
- Discuss that the appraisal acts as a vehicle for changing behavior towards what would be seen as more desirable by the organization.
- Promote the goal of providing information for managers to help them allocate resources in the future.
3. Performance appraisals
- Learn why performance appraisals are important.
- Discover strategies or approaches to increase performance.
- Explore how 360-degree feedback is an important opportunity for managers and employees.
- Highlight the critical elements of performance appraisal skills. And why companies have performance appraisals.
- Discuss mutual feedback.
- Analyze the benefits of an appraisal process.
- Stress the involvement of both managers and employees is essential.
- Examine self-assessment.
4. Eight appraisal techniques
- Explore Ranking.
- Discuss Paired Comparisons.
- Examine Critical Incident.
- Detail Free-Form/Narrative.
- Understand Self-Assessment.
- Introduce Assessment Centres.
- Define Performance.
- Establish Rating.
5. Key implementation areas
- Discuss key settings.
- Define what is 360 feedback.
- Explore why 360-degree feedback is so valuable.
6. Benefits of a 360-degree feedback process
- Improvemes performance.
- More self-awareness.
- Improved morale.
- A more open culture.
- Continuous improvement.
- Greater empowerment of leaders and staff.
- Improved communication.
- Greater transparency.
- Improved retention.
- Greater accountability.
- A more engaged workforce.
7. A 360-degree feedback process
- Decide the purpose of the feedback.
- Choose the collection instrument.
- Decide the behavior to be collected.
- Identify the feedback recipients.
- Train the raters and those rated.
- The recipient chooses raters.
- Questionnaire distribution.
- Analyze feedback data.
- Feeding back the feedback.
- Repeat the process.
8. Are you ready for 360-degree feedback?
- Learn how to prepare for 360-degree feedback.
- Discover the importance of top management buy-in.
- Explore how past experiences with appraisal programs can also determine the success of the appraisal process.
- Examine the role of coaching skills in the performance management process.
- Discuss trust and interdependence.
- Highlight self-assessment and organizational stability.
9. Why do some 360-degree feedback programs fail
- Understand the strengths and weaknesses of appraisal skills
- Explore potential problems that can occur
- Learn why these initiatives can sometimes fail.
360-Degree Feedback Skills Course Overview
- 80 Customizable PowerPoint Slides.
- 69 Page Training Manual.
- 57 Page Instructor Manual.
- 17 Free Training Games.
- 17 Free Training Icebreakers.
- 12 Practical Training Guides.
- 2 Course Tests.
- Reading List.
- Course Advertorial.
- Action Plan.
€ 71Add to cart
Why We Created This 360-Degree Feedback Skills Course
360-degree feedback skills are needed to collect and understand feedback on strengths and weaknesses from individuals that work with them the most (e.g., managers, peers, subordinates, customers, etc.).
If you’re unfamiliar with 360-degree feedback skills, they are also known as multi-source or multi-rater feedback skills.
These skills include:
- Active listening.
- Questioning skills.
Fortunately, the good news is that these skills can be developed quickly through various training workshops, meetings, and activities.
Here are the seven key reasons we believe 360-degree feedback skills are essential.
- Fastrack highlights that 71% of managers believe employee engagement is one of the most important factors in generating organizational success.
- However, Gallup reports that 51% of employees are disengaged at work. A further 13% reported being actively disengaged. This leaves only 36% of employees being viewed as actively engaged in the workplace.
- Gartner has shown that managers spend 210 hours a year on performance management. While employees spend approximately 40 hours a year.
- Gartner identified that 95% of managers report they are not happy with traditional performance reviews.
- Globoforce reports that 51 % of employees believe that annual reviews are inaccurate. While 53% say it does not motivate them
- Managers can often struggle to complete reviews on time. With 50% of employees’ evaluations overdue by 30 days or more (Society For Human Resource Management).
- An EY survey found that 63% of Gen Z said they prefer to hear timely, constructive performance feedback throughout the year.