Oak Innovation 360 Degree Feedback Training Course Material


Get instant access to our amazing training course material on 360-degree feedback skills. Immediately save time, ignite your training courses, and so much more.

What you’ll get:

  • 57-page facilitator manual
  • 69-page participant manual
  • 80 powerpoint slides
  • Practical exercises
  • Further reading
  • Course evaluation form
  • Action plan

You will also:

  • Instantly be able to download all training course material
  • Save hours in development time
  • Get training content developed by experts
  • Receive all source files (Powerpoint, Word, PDF) at no extra cost
  • Have permission to customize without additional cost or restrictions
  • Be able to add your logo and brand the content as your own
  • Deliver the content where, when and as often as you want
SKU: 360A Category:


How to deliver an incredible training course on 360-degree feedback skills

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?

Let’s explore how you can get all the content that you’ll need.

You want to be the best. The all-in-one download to get there is here.

Our training content makes it easy to convert customer needs into incredible training courses. We encourage you to add your logo and even company-specific examples to offer content that is simple and easy to deliver.

Swipe through sample training course material from this training course …

How you can deliver this amazing training course on 360-degree feedback skills

Generating actionable value from training courses during these challenging times can be really hard. Especially when you don’t have a lot of time on your hands, other tasks seem to get pushed in the way and finding the space to create feels like an impossibility.

From experience, we know that customizable training course material is the single biggest time-saving and cost-effective opportunity available for professional corporate trainers or business managers in these circumstances.

For example, in minutes, you get all the content you need, allowing you to deliver a 360-degree training course.

We know that you know why you need to deliver the training course. But did you know that we can add value by instantly giving you the content you need? And, we’ll even show you how you can deliver this training course.

This 360-degree feedback skills training course tackles 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.

As we want to bring you value from the get-go, here are some simple tips to consider as you deliver this training course.

The first tip 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. Yet all too often, that’s exactly what some people forget — always make sure to make the content provided meaningful to your audience.

The good news is, you can use the content to guide your participants on why companies use 360-degree feedback which is also-known-as multi-rater feedback.

Follow this by discussing key implementation areas. Then, explore eight different appraisal techniques. One of the best ways to pique your audience’s interest is to provide a real-life and effective 360-degree feedback process that participants can use.

Read on to dig a little deeper into how you can deliver this training course.

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.

What you’ll get:

  • 57-page facilitator manual
  • 69-page participant manual
  • 80 powerpoint slides
  • Practical exercises
  • Further reading
  • Course evaluation form
  • Action plan

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 – It is shocking to us how many people don’t understand why we need to talk about performance appraisal skills in the workplaces. We know how easy it is to just jump into the content, but we suggest that you take a little time to make sure everyone in your audience knows why we have performance appraisals. We always begin by trying to find out what strategies or approaches they’re using to try to increase performance within their companies.

Your audience will respond positively to this opportunity and it will allow you to use the content to discuss how 360-degree feedback is 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 companies use this form of mutual feedback. After that,  we suggest you use the content to discuss the benefits of an appraisal process.

Every time we deliver this training, we step back and try to get a picture of how the audience receives the content. We’ve found that when sharing these benefits, there is an excellent opportunity to highlight your personal experiences with appraisal processes. Whether you have a lot of experience, or you are a relative novice, it doesn’t matter too much. What is actually important here is that there is a conversation or a sense of sharing is created. For example, when you share your experience, it will encourage higher engagement from your audience and build essential levels of trust between you and them.

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 is essential. In truth, it’s only when everyone is involved in “360-degree feedback performance appraisals” that they then appraisals can be truly successful. This discussion leads nicely to content that encourages your audience to consider the role that both managers and employees play. End this section by exploring the area self-assessment.

Explore eight appraisal techniques – The world is changing right now. That’s the situation facing all companies out there. Yet, every company is still different, opportunities and risks are everywhere, and everyone is facing a wide range of both unique and shared challenges.

Performance management is key to the ultimate success of a company. They demonstrate an incentive to achieve excellence. In a nutshell, companies need all their staff focused on organizational goals and continuous improvement. In this course, you equally need to keep focus on this area to enable learning opportunities to emerge – and ultimately, this keeps your audience focused on what techniques will suit their companies. Let your audience know that this is where appraisal initiatives can really add value. In this section of the course, you should use the content to outline eight different appraisal techniques. These are:

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

Key implementation areas – The more time we spend focusing on where 360-degree feedback can be implemented, the clearer the value will be for your audience. Focusing attention on these areas will also highlight how rewarding this approach actually is. Use the content to explore the key settings where 360-degree feedback and performance appraisal skills are employed. This will lead to a very valuable and useful conversation for everyone on the course.

How your audience understands 360-degree feedback for future implementation is a huge factor in the success of this course. Don’t just quickly pass over these implementation areas, delve into their personal experiences, or where possible share some industry examples. Begin by using the content to outline what is 360 feedback. And, explore why 360-degree feedback is so valuable. Let us be clear, this need to communicate and understand the value of performance appraisals is 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 to actually 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 in greater detail. When these conversations are introduced, practical skills emerge — skills that are often far better than just telling people about a 360-degree feedback process.

Are you ready for 360-degree feedback – After spending time sharing all this knowledge, you’ll want to make sure that your audience can assess whether they are ready for a 360-degree feedback initiative. Yet all too often, an audience can understand the what and the how of performance appraisals – but they need that extra pieces of content that show how these initiatives must fit within the overall context of the company. Exploring these points will also give insights on how they can better prepare for appraisals.

First, use the content to 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. However, your audience needs to know about the importance of top management buy-in. Use the material to then 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 – The truth is, like a lot of things in the world of business, 360-degree feedback programs are sometimes not successful. Yes, we’ve all heard stories about when performance appraisals go wrong. Some are myths. And, some probably capture real events that happen. First off, use the content to explore the strengths and weaknesses of appraisal skills. Next, examine potential problems that can occur. And, finally, discuss why these initiatives can sometimes fail.

Knowing the reasons why performance management initiatives can fail can make a huge difference in the learning of your audience. It’s how they can decide whether or not an initiative will work, what can go wrong, and even what things need to be in place beforehand to ensure success.

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In a nutshell, we reduce the time needed to develop training content. And, at the same time, we can give you access to 50+ training courses that you can easily deliver.

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Because we want you to be the best

You have a story to tell, a business course to deliver, and experiences to share. These things are important to us also.

We shrink the process of creating training content so that you can deliver training courses that your audience will both learn from and will be excited to attend.

Explore how we’re partnering with our clients to change the way they deliver training courses. And, learn how our customers are continually meeting the needs of their clients.

“Oak provides a wide range of training modules for both organizational, management, and employee development. The training modules offer a practical solution to the provision of training. As the Training and Development Manager of a large organization, I will be using Oak products as they are practical and effective.”

Linda Harley
Training & Development Manager
Musgrave SuperValu Centra

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How to answer common 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 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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360 Degree Feedback Training Course Materials
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