360 Degree Feedback Skills Training Course Material


Get all the training course materials needed to present your own 360-degree feedback skills training course.

  • Instantly available, saving you time and money.
  • 100% customizable, ready for any opportunity.
  • Brand as your own, just add your logo.
  • 80 Powerpoint slides, to deliver the course.
  • 57-page facilitator manual, to help you deliver the course.
  • 69-page participant manual, to guide learning.
  • 8 train-the-trainer guides, to add extra value.
SKU: 360A Category:

How to present your own training courses on 360-degree feedback skills

Do you want to present a 360-Degree Feedback skills training course?

Do you know how to stand out over other training courses?

You may think the content needs to be out of this world.

It does. But, that’s not the complete answer.

The actual answer is to have content that continually meets the needs of your audience.

And, you can now download all that content instantly.

This 360-degree feedback skills training course targets the challenges faced by senior managers, supervisors, owner-managers, new managers responsible for leading performance management, and all line staff required to participate in such applications.

Learning objectives

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 overview

360-degree feedback has changed performance management forever.

The control now lies with everyone rather than just being seen as a management activity.

This course covers actionable strategies for understanding performance appraisals as well as focusing on eight appraisal techniques.

Course participants will learn specifics on key implementation areas and how to introduce a 360-degree feedback process.

The course is for people serious about developing their skills in the area of 360-degree feedback, and who are ready to bring their learning to the next level.

Course outline

Below, we break down how you can present the 7 key sections of this training course.

1. Why do we have performance appraisals

Why do companies have performance appraisals?

What are they? How do they work?

And, how do you make your audience feel better about them?

For us, it is shocking how many people don’t understand why we need to talk about performance appraisal skills in the workplace.

The content helps you dive deeper into these questions, concerns, and experiences toward a common goal: developing the skills of your audience.

You can use the content to make sure everyone in your audience:

  • Understand why performance appraisals are important.
  • Discuss what strategies or approaches they’re using to try to increase performance within their own companies.
  • 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.

As the content adds unique value, your audience will engage more within the course. In fact, the more value you deliver, the great level of participation that will emerge.

2. Focus on eight appraisal techniques

When we think about our performance appraisals, many people think about the negatives. And, we know the typical examples, managers sitting down with employees, or similar discussions.

But what about other techniques?

Here’s eight different appraisal techniques that you can explore.

  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

To introduce this content, think about what your audience wants to achieve.

How can you make them feel more comfortable with the information?

And, what will further engage them further?

Next, back this up by:

  • Exploring key settings where 360-degree feedback and performance appraisal skills are employed.
  • Outlining what is 360 feedback.
  • Highlighting why 360-degree feedback is so valuable.

Remember, this need to communicate and understand the value of performance appraisals is something you will frequently hear from clients with leadership development training needs.

4. Introducing a 360-degree feedback process

In this section, you can use the content to introduce a simple ten-step 360-degree feedback process.

While you discuss these stages, consider what your audience is concerned about.

Which challenges, barriers, and opportunities are they thinking about?

Make sure you include personal experiences to reassure your audience that this simple process is effective.

5. Are you ready for 360-degree feedback

Next, you can use the training course materials provided to:

  1. Explore how to prepare for 360-degree feedback. For example, in many companies, there is a need for appraisals and a desire to extract as much value out of them.
  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 some 360-degree feedback programs fail

Like a lot of things in the world of business, 360-degree feedback programs are not always successful.

This is normal.

And, there are considerable learning opportunities from what can go wrong.

Use the content provided to:

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

What you’ll get

  • 80 Powerpoint slides, to deliver the course.
  • 57-page facilitator manual, to help you deliver the course.
  • 69-page participant manual, to guide learning.
  • 8 train-the-trainer guides, to add extra value.
  • Practical exercises, to enhance all learning.
  • Further reading list, for your course participants.
  • Course evaluation form, tests, and action plan.
  • Easy to present, no experience required.

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$79.00Add to cart

Free train-the-trainer guides

With all Oak Innovation training course products, you’ll receive 8 free train-the-trainer guides that will add extra value to your training courses.

  • Training icebreakers.
  • How to select training materials.
  • Training games.
  • How to increase participation.
  • Learning how to improve your questioning skills.
  • How to improve your listening skills.
  • Learn how to deal with difficult people.
  • How to evaluate training courses.

What our customers say

The Oak materials have provided us with an enormously useful package that has expanded our capacity to address the needs of leaders and emerging leaders, especially in the field of education, where there is a dearth of training opportunities in the skills and techniques of leadership and management. I can report that I have used them in a re-developed format when coaching new and early-stage educational leaders as well as at a 2-day symposium for the same levels of leadership. The response from these people has been enthusiastic and grateful for the insights provided.

Mel Phillips, Director 
Professional Performance Australia

Your programs have provided me with a very good foundation on which I have worked and customized training programs to suit my requirements. The flexibility that you provide in terms of customization is perhaps your greatest Unique Selling Point. The programs are very good value for money.

Arun Datta, Escorts Heart Institute and Research Centre 

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Frequently asked questions

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 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.

360 Degree Feedback Training Course Materials
360 Degree Feedback Skills Training Course Material