360 Degree Feedback


Can’t find the time to develop a course on 360-degree feedback? Understandable. Don’t worry — you’re not alone!

Save time with our customizable 360-degree feedback training course.

Your perfect solution to virtually any delivery opportunity: full-day corporate courses, one-to-one coaching sessions, team training workshops, ongoing professional development sessions, and so much more.

Why you will love this product:

  • Product: Instantly Available.
  • Customization: Fully Editable.
  • Branding: Rebrand As Your Own.
  • Audience: Suitable For All Employees.
  • Duration: Full Day.
  • Experience: No Experience Required.

360-Degree Feedback

360-degree feedback is a process whereby employees can receive both confidential and anonymous feedback from the people that they work with so as to improve their performance. The feedback is generally sourced from people that work around the employee. This can include managers, peers, direct reports, and in some instances, customers may become part of a 360-degree performance appraisal. 360-degree feedback is also known as multi-rater feedback.

In practice, the benefits of 360-degree feedback include:

  • Improvements 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.

This training on 360-degree feedback is an essential course for human resource professionals, business managers, and line staff employees that want to develop their performance management skills. The training will help course participants to develop their careers by developing key appraisal skills while also contributing to performance management initiatives within their organization.

This off-the-shelf and customizable training can be instantly downloaded and used to present your own training on 360-degree feedback skills.

Top Companies, Trust Oak Innovation

Course Description

The training covers the basic concepts of 360-degree feedback initiatives within a workplace. The training also helps attendees to enhance their performance management skills that will help them develop their skills in this key business area

Attendees will learn to provide feedback, confidently set targets, effectively identify areas for improvement, and never lose sight of the goal of the activities.

Designed to assist line staff and managers become more effective in their roles, this training delves into the key areas of performance management, performance appraisals, and 360-degree feedback.

From the training, learners will understand the main benefits of performance appraisals and they will learn about the roles that managers and employees play.

Through engaging training material, discussion, and exercises, they will also learn about eight performance appraisal techniques and two specific implementation areas.

Created to be accessible for all categories of employees, your learners will be able to use 360-degree feedback effectively. Attendees will also be able to determine whether an organization is ready for 360-degree feedback programs.

Through relevant examples, discussions, and exercises, learners will understand why 360-degree feedback programs can sometimes fail.

Learning Objectives

At the end of this training course, participants 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.

Course Overview

There are 7 key sections in this training course.

1. Performance appraisal
At its simplest, a performance appraisal is an evaluation of an employee’s job performance against a documented set of goals. Companies looking to achieve truly transformative change understand that the main characteristics of effective performance feedback systems are that they are:

  • Continuous.
  • Individualized.
  • Consistent.
  • Supportive.
  • Honest.
  • Specific.
  • Transparent.
  • Clear.
  • Confidential.
  • Timely.
  • Appropriate.
  • Non-judgemental.

We’ve learned that many companies that try to integrate various approaches within their organization only do so with limited success. That’s because these attempts often only use manager-orientated or blame-type approaches that don’t work well as employees can feel undermined and undervalued by such approaches.

Oak Innovation’s approach to performance appraisals, as covered in this course, is fundamentally different from other template approaches to appraisals. We seek to understand a performance appraisal from the perspective of all stakeholders. As a result, our 360-degree feedback training is built on three main objectives.

First, that the appraisal is an opportunity to provide feedback to employees on their performance.

Second, that the appraisal acts as a vehicle for changing behavior towards what would be seen as more desirable by the organization.

And third, to provide information for managers to help them allocate resources in the future.

This section of the course will

  • Explore why performance appraisals are important.
  • Discuss what strategies or approaches can be used to increase performance within a company.
  • Highlight how 360-degree feedback as being an essential opportunity for both managers and employees.
  • Explore the critical elements of performance appraisal skills. And, why companies have performance appraisals.
  • Focus on why so many companies use mutual feedback.
  • Discuss the benefits of an appraisal process.
  • Share that within 360-degree feedback approaches the involvement by both managers and employees is essential.
  • Explore self-assessment.

2. Eight appraisal techniques
The many different types of appraisal techniques available enable companies to choose what to include performance data, feedback from customers, attendance records, training and development completed, and more. However, the availability of choice can be a problem for organizations that are unsure about other types of performance appraisals.

Often choosing the perfect fit for an organization can prove to be a challenging but essential task.

The section of the training explores the following eight appraisal techniques:

  1. Ranking.
  2. Paired Comparisons.
  3. Critical Incident.
  4. Free-Form/Narrative.
  5. Self-Assessment.
  6. Assessment Centre.
  7. Performance.
  8. Rating.

3. Key implementation areas
As a result, it is pivotal to be aware of what situations 360-degree feedback programs can be implemented.

To this end, the training will:

  • Explore key settings where 360-degree feedback and performance appraisal skills are employed.
  • Outline what is 360 feedback is.
  • Highlight why 360-degree feedback is so valuable.

4. A 360-degree feedback process
Many people wrongly believe that 360 feedback is just another appraisal discussion. This training introduces a simple ten-step 360-degree feedback process.

  1. Decide the purpose of the feedback.
  2. Choose the collection instrument.
  3. Decide the behavior to be collected.
  4. Identify the feedback recipients.
  5. Train the raters and those rated.
  6. The recipient chooses raters.
  7. Questionnaire distribution.
  8. Analyze feedback data.
  9. Feeding back the feedback.
  10. Repeat the process.

5. Are you ready for 360-degree feedback?
It is essential that before a 360-degree feedback program is attempted, that due consideration is paid as to whether or not the company is ready for 360-degree feedback.

In this section, the training will:

  1. Explore how to prepare for 360-degree feedback.
  2. Outline the importance of top management buy-in.
  3. Examine how past experiences with appraisal programs can also determine the success of the appraisal process.
  4. Explore the role of coaching skills in the performance management process.
  5. Discuss the concepts of trust and interdependence.
  6. Examine self-assessment and organizational stability.

6. Why do some 360-degree feedback programs fail
360-degree feedback programs can fail for many reasons (e.g., feedback received is not acted upon fast enough).

As a result, the training:

  • Explores the strengths and weaknesses of appraisal skills
  • Examines potential problems that can occur
  • Discuss why these initiatives can sometimes fail.

Who Needs Effective 360-Degree Feedback Skills?

  • Senior management that wants to strengthen their relationships with staff.
  • Managers, supervisors, and team leaders need 360-degree feedback skills to lead, manage and motivate their teams.
  • Administrative, support staff, and line staff that needs 360-degree feedback skills to maximize their engagement and participation within the organization.
  • HR professionals need 360-degree feedback skills to meet the needs of the departments that they support.
  • Project managers need 360-degree feedback skills to create more engagement and collaboration with their teams.
  • Organizational development professionals need 360-degree feedback skills to secure relationships and participation from all functions within the organization.
  • Consultants and independent contractors who are being asked to play a role in organizational initiatives.

What You Get

  • A 57 Page Instructor Guide
  • A 69 Page Participant Manual
  • 80 Customizable PowerPoint Slides
  • Training Games And Training Icebreakers
  • A Course Advertorial
  • Eight Pre-written Expert Training Guides
  • Customizable Exercises And Tests
  • Further Reading Lists

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360 Degree Feedback