360-Degree Feedback Skills


You can use the content to deliver a course on 360-degree feedback skills.

Instantly download:

  • An 80 Customizable PowerPoint Slides.
  • A 69 Page Training Manual.
  • A 57 Page Instructor Manual.
  • 17 Free Training Games.
  • 17 Free Training Icebreakers.
  • 12 Practical Training Guides.
  • 2 Course Tests.
  • Activities/Exercises.
  • A Reading List.
  • A Course Advertorial.
  • An Action Plan.


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You’re In Good Company

Seven Reasons Why 360-degree Feedback Skills Are Essential

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.
  • Planning.
  • Questioning skills.
  • Goal-setting.

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.

To illustrate:

  • 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.

Course Description

360-degree feedback is where employees receive confidential and anonymous feedback from the people working to improve their performance.

Feedback is 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.

You can use the manual to cover 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 to not lose sight of the goal of the activities.

Next, you can share the key areas of performance management. Performance appraisals. Plus, discuss 360-degree feedback.

Then, you can highlight the main benefits of performance appraisals. The roles that managers and employees play. And you can introduce eight performance appraisal techniques. And two specific implementation areas.

Finally, you can use the manual to discuss using 360-degree feedback effectively how to determine whether an organization is ready for 360-degree feedback programs. And you can explore why 360-degree feedback programs can sometimes fail.

Target Audience

This course will target the needs of line staff, team members, managers, and human resource professionals.

Learning Objectives

At the end of this training 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.

Course Overview

There are nine critical sections in this training course.

1. Effective performance appraisal systems

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

2. Three main objectives

  • The appraisal is an opportunity to provide feedback to employees on their performance.
  • The appraisal acts as a vehicle for changing behavior towards what would be seen as more desirable by the organization.
  • To provide information for managers to help them allocate resources in the future.

3. Performance appraisals

  • Why performance appraisals are important.
  • Strategies or approaches to increase performance.
  • How 360-degree feedback is an important opportunity for managers and employees.
  • The critical elements of performance appraisal skills. And why companies have performance appraisals.
  • Mutual feedback.
  • The benefits of an appraisal process.
  • The involvement of both managers and employees is essential.
  • Self-assessment.

4. Eight appraisal techniques

  • Ranking.
  • Paired Comparisons.
  • Critical Incident.
  • Free-Form/Narrative.
  • Self-Assessment.
  • Assessment Centre.
  • Performance.
  • Rating.

5. Key implementation areas

  • Key settings.
  • What is 360 feedback?
  • Why 360-degree feedback is so valuable.

6. Benefits of a 360-degree feedback process

  • 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.

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?

  • How to prepare for 360-degree feedback.
  • The importance of top management buy-in.
  • How past experiences with appraisal programs can also determine the success of the appraisal process.
  • The role of coaching skills in the performance management process.
  • Trust and interdependence.
  • Self-assessment and organizational stability.

9. Why do some 360-degree feedback programs fail

  • The strengths and weaknesses of appraisal skills
  • Potential problems that can occur
  • Why these initiatives can sometimes fail.

The Benefits:

  • Prioritizes your time with instantly available content.
  • Automatically saves you time to focus on delivery.
  • Provides a single source of content for your training courses.
  • Removes the need to develop slide decks, manuals, guides, etc.
  • Eliminates the need to hunt for content on the internet.
  • Highlights training courses you may otherwise not have considered.
  • Offers a seamless jump from an identified need to course delivery.
  • Scales your delivery options with customizable content that can be rebranded.
  • Proven ROI from incredible prices.

What You Get:

  • 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.
  • Activities/Exercises.
  • Reading List.
  • Course Advertorial.
  • Action Plan.

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11 reviews on
Nicole Harris
Nicole Harris
I had the opportunity to thoroughly review the training content and I am extremely pleased with the structure, training material and learning objectives. The quality of the content is Excellent!
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Darryl Treadwell
Darryl Treadwell
Oak Innovation's product are extremely well designed and contain additional information, reading materials, and resources that add great value to their already valuable products. The staff is helpful, knowledgeable, professional, engaging, and very responsive. These courses will provide a solid foundation for your training needs.
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Christy Crump
Christy Crump
I purchased the full offering of training programs from Oak Innovation a few years ago. I still refer back to the trainings after all these years. Their trainings are professional, organized, and full of pertinent information.
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Richard Whelan
Richard Whelan
The training materials are comprehensive, professional, to the point and great value. Together with handbooks are a great resource which saves so much time as a training provider. I have been using Oak for nearly 20 years. Thanks to the team at Oak Innovation
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Jeffrey Buller
Jeffrey Buller
As someone who’s been involved in training for more than twenty years, I’ve never known a resource that’s as consistently valuable as Oak. I’m always amazed at their willingness to provide purchasers of their complete range of presentations regular updates and new training packages at no additional cost. That makes my purchase become more valuable all the time. And their speed in responding to questions is phenomenal. One of the sessions I often provide is a Training the Trainers workshop. In it, the very first resource I encourage people to purchase is the library of resources from Oak. These packages have made my job infinitely easier, and I recommend them to anyone who’s looking for the highest quality in training materials. Jeffrey L. Buller, Senior Partner at ATLAS Leadership Training
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GK Lim
GK Lim
“During the early days of HRD Gateway, a 40,000-member international NGO dedicated to excellence in HRD/HRM, I got to know Des Fitzgerald (Oak Innovation) and his courseware. I become one of his early customers. I had clients in Asia who wanted training in certain areas. Instead of searching through the net for material, I logged onto his site, found what I wanted, bought his programs, and customized them to suit my clients requirements. The process saved me much time. Later, I bought the Oak full set of courses. Over the years, I saw Oak grow from a small operation to what it is today. That takes dedication and focus. Because they allowed me to download updates and new versions of the courseware, I found I did not have to go to another provider for my raw material." GK Lim President, HRD Gateway International
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Stephen Fraundorfer
Stephen Fraundorfer
WOW!!! An extremely thorough program. Covered the subject from beginning to end.
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Rey Carr
Rey Carr
Oak continually attends to the needs of various businesses and either creates or adjusts training modules on a variety of topics to be self-contained, practical and easy to use. And they stand behind every product with personal service."
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Tom Heck
Tom Heck
I've developed an alliance with Oak -- a company that has developed a wide assortment of training "modules" that you can download right now. When you download a module you own it forever and have permission to edit it, customize it (logos, etc.) and deliver the module as many times as you like. You receive a Word document, PDF, PowerPoint and comprehensive participant manual and your satisfaction is guaranteed or your money back. The modules are designed for trainers, coaches and consultants looking to increase the range of products and services they can offer their clients. Oak content is also ideal for managers and employees looking to extend their knowledge of organizational, management and employee titles. Tom Heck, President, International Association of Teamwork Facilitators
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John Paul
John Paul
“It is excellent - covers all of the important aspects and explains the topics in a very easy to understand format. The entire training is nice looking, professionally prepared and very participant friendly. You do an outstanding job of creating training modules that are practical and easily adapted to most training sessions." John Paul, Partner Association Works
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