Oak Innovation 360 Degree Feedback Training Course


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  • 57-page facilitator manual
  • 69-page participant manual
  • 80 powerpoint slides
  • Practical exercises
  • Further reading
  • Course evaluation form
  • Action plan
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How to get training material on 360-degree feedback skills and start running your training courses today

360-degree feedback training courses are more critical than ever before.

But there’s a challenge.

How do you find the time to develop all the training materials from scratch?

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Everything starts with great content

This 360-degree feedback skills training course can be delivered to senior managers, supervisors, owner-managers, new managers responsible for leading performance management, and all line-staff required to participate in such applications.

The first tip that we would like to share with you while delivering this course is that success is not just about having access to excellent content — it is about meeting the needs and expectations of your audience. That’s how you’ll make your sessions truly practical and valuable.

The second tip is that can use the content to guide your participants on why companies use performance appraisals safely. Next, discuss key implementation areas. Then, explore eight different appraisal techniques. And, outline an effective 360-degree feedback process that participants can use.

Read on to see how you can deliver this material.

Learning objectives

If you are looking for content to present your own business training course on 360-degree feedback skills, this is the course material for you. And, you don’t have to be an experienced business trainer to get results like a pro.

At the end of this training course your 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 outline

In an effort to provide you with as much value as possible, we’re going to show you how we would use the content provided to deliver the key sections of this training course.

Why do we have performance appraisals – Unfortunately, many people don’t understand why we need to talk about performance appraisal skills in the workplaces. First things first, use the content to discuss how 360-degree feedback, or multi-rater feedback, are an essential opportunity for both managers and employees.

For best results, explore the critical elements of performance appraisal skills and why companies have performance appraisals. These discussions will highlight why so many brands use this form of mutual feedback. And, then use the content to discuss the benefits of an appraisal process.

When sharing these benefits, there is an excellent opportunity to highlight your experiences with appraisal processes. When you share your experience, it will encourage higher engagement from your audience and build essential levels of trust between you.

Storytelling will also highlight that everyone can take part in appraisal initiatives. And, with 360-degree feedback approaches, this means involvement by both managers and employees. Then, use the content to consider the role that both managers and employees play. The section ends by exploring self-assessment.

Explore eight appraisal techniques – Actual techniques bring a new level of depth to the material you’ll be discussing. Use the material provided to outline the following eight appraisal techniques:

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

Key implementation areas – A company that incorporates performance appraisals into its operation is likely committed to targeting specific aspects of production and is on a path towards continuous improvement. Use the content to explore the key settings where 360-degree feedback and performance appraisal skills are employed.

As 360-degree feedback skills need to be meaningful, use the content to outline what is 360 feedback. And, explore why 360-degree feedback is so valuable. This is something we frequently hear from clients with leadership development training needs.

Introducing a 360-degree feedback process – It’s one thing to want to develop 360-degree feedback skills, but it’s another thing entirely actually to start using these skills in a feedback process. With the help of a simple ten-step 360-degree feedback process, you can share this essential technique. Keep in mind the need to discuss these steps with your audience and encourage as much discussion as possible.

Are you ready for 360-degree feedback – First, explore how to prepare for 360-degree feedback. For example, this section discusses the importance of top management buy-in. Use the material to examine how past experiences with appraisal programs can also determine the success of the appraisal process. Next, explore the role of coaching skills in the performance management process. And, discuss the concepts of trust and interdependence. The section ends by looking at self-assessment and organizational stability.

Why some 360-degree feedback programs fail – Yes, we’ve all heard stories about when performance appraisals go wrong. Some are myths. And, some probably capture real events that happened. To conclude, use the content to explore the strengths and weaknesses of appraisal skills. Next, examine potential problems that can occur. And, discuss why these initiatives can sometimes fail.

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Frequently asked questions from 360-degree feedback training courses

What is 360-degree feedback?

360-degree feedback is a process where an employee receives feedback about their performance from multiple sources. These sources can include managers, subordinates, peers, customers, and even suppliers. 360-degree feedback is also known as multi-rater feedback.

What are the main types of performance appraisal techniques available?

There are several appraisal techniques available to organizations. Here are the main ones:

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

What are the primary steps in implementing a successful 360 Degree Feedback initiative?

Many wrongly believe that 360 feedback is just another appraisal discussion. The truth is, the best way to approach is to stick to the following distinct steps.

  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. Recipient choose raters
  7. Questionnaire distribution
  8. Analyze feedback data
  9. Feeding back the feedback
  10. Repeat the process

What is the purpose of 360-degree feedback?

If you're even marginally familiar with 360-degree feedback, you’ve likely to know that it is a process in which employees receive confidential and anonymous feedback from the employee's manager, peers, direct reports, and even customers. The purpose of the 360-degree feedback is to provide feedback. It also will identify areas for improvement to improve performance and to identify possible sources of development.

Are 360 reviews anonymous?

Yes, 360-degree reviews are usually anonymous.

What are the primary benefits of 360-degree feedback?

360-degree feedback programs can cover lots of different factors when discussing performance. These range from on-the-job performance to areas of improvement. But before introducing a 360-degree feedback initiative, we recommend you look at the benefits that these programs can bring. Benefits include:

  • Improves performance
  • More self-awareness
  • Improved morale
  • Open culture
  • Fosters continuous improvement
  • Empowers leadership and staff
  • Improved communication
  • Greater transparency
  • Improved retention
  • Greater accountability
  • More engaged workforce

How often should 360 feedback be used?

They should happen every 12 months.

What are the characteristics of useful performance feedback?

By now, you might be noticing a common theme in all discussions on 360 Degree Feedback. Here are the main characteristics of effective performance feedback systems:

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

How will these training materials help you instruct your learners to participate in a 360 Degree Feedback process?

These course materials will help your audience participate in a 360 Degree Feedback process. This 360 Degree Feedback skills course will help your participants to overcome any concerns that they may have. They will also learn to identify the roles of managers and employees play. And, they will understand eight performance appraisal techniques.

Can I edit these course materials to add my content and logos?

Yes. We allow the full customization of our course materials.

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