How to get 360 degree feedback training materials that will save you time
Anyone that is looking to deliver a training course on 360 degree feedback knows that there are many factors that need to be considered when developing the content from scratch.
From designing the slides, developing the manuals, finding exercises, and everything in between, you may be swamped just thinking about what you need to include.
If you want to deliver a one-day training event, these course materials offer you the opportunity to stand out from others. And, to offer more types of courses without having to develop everything yourself.
Everything starts with great content
Use the content to safely guide your participants on why companies use performance appraisals. Next, discuss key implementation areas. Then, explore eight different appraisal techniques. And, outline an effective 360 degree feedback process that participants can use.
The following topics are covered within the slides, manuals and support materials provided.
Why do we have performance appraisals – Start the course by discussing how 360 degree feedback, or multi-rater feedback, is an important opportunity for both managers and employees. Then, explore the important elements of performance appraisals. Next, examine why companies have performance appraisals. And, discuss the benefits of an appraisal process. Then, examine the role that both managers and employees play. End this section by exploring the role of self-assessment.
Explore eight appraisal techniques – First, highlight eight common appraisal techniques. Then discuss ranking, paired comparisons, the critical incident technique and free form/narrative techniques. And, explore self-assessment, assessment centres, performance and rating techniques.
Key implementation areas – Next, discuss the key areas where 360 degree feedback and performance appraisals are used. In particular, what is 360 feedback? And, why is 360 degree feedback so important?
Introducing a 360 degree feedback process – Outline a simple ten step 360 degree feedback process.
Are you ready for 360 degree feedback – First, explore whether their organization is ready for 360 degree feedback. For example, this section discusses the importance of top management buy-in. Use the materials to examine how past experiences with appraisals can also determine the success of the appraisal process. Next, explore the role of coaching and management skills on the performance management process. And, discuss the concepts of trust and interdependence. The section ends by looking about self-assessment and organizational stability.
Why some 360 degree feedback programs fail – To conclude, explore the strengths and weaknesses of appraisals. Next, examine potential problems that can occur. And, discuss why these initiatives can sometimes fail.
Upon completion of this training course in 360 degree feedback, your participants will be able to:
– Identify the main benefits of performance appraisals
– Identify the roles of managers and employees
– Understand eight common 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
What you get
You will instantly receive the following training course materials to deliver your own training courses on 360 degree feedback:
- 57 page facilitator manual
- 69 page participant manual
- 80 powerpoint slides
- Practical exercises
- Further reading
- Course evaluation form
- Action plan
Bonus free training materials available
You will also get the following free training guides:
- Training icebreakers
- How to select training materials
- Training games
- How to increase participation
- Learn to improve your questioning skills
- How to improve your listening skills
- Learn how to deal with difﬁcult people
- How to evaluate training courses
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 a number of appraisal techniques available to organizations. Here, are the main ones:
- Paired Comparisons
- Critical Incident
- Assessment Centre
- Performance Rating
What are the main steps in implementing a successful 360 Degree Feedback initiative?
Many business managers and staff wrongly skip the main steps of an 360 Degree Feedback process thinking that it only really boils down to an appraisal discussion. The truth is, the best way to approach is to stick to the following distinct steps.
- Decide the purpose of the feedback
- Choose the collection instrument
- Decide the behavior to be collected
- Identify the feedback recipients
- Train the raters and ratees
- Recipient choose raters
- Questionnaire distribution
- Analyze feedback data
- Feeding back the feedback
- Repeat the process
What is the purpose of 360 degree feedback?
If you’re even marginally familiar with 360 degree feedback, you’ve likely 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, identify areas for improvement so as to improve performance and to identify possible sources of development.
Are 360 reviews anonymous?
Yes, 360-degree reviews are usually anonymous
What are the 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’d 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?
A 360-degree feedback process should be performed on average every 12 months.
What are the characteristics of effective 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:
How will these training materials help you instruct your learners to participate within a 360 Degree Feedback process?
These course materials will help your participants be prepared to participate with 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 common performance appraisal techniques.
Can I edit these course materials to add my own content and logos?
Yes. We allow the full customization of our course materials.
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