360 Feedback - FRS Cohort 5

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360-degree feedback is a process through which performance feedback from an individual’s direct reports, managers, peers, colleagues and in some cases customers, is gathered via a survey across a range of statements, in addition to the person’s own self-evaluation.

In taking part in this 360 feedback programme, we hope to enable the individual to reflect on their strengths and development areas from a variety of perspectives. The 360 feedback report will be able to support individuals to work on improving a number of things

  • Increasing self-awareness
  • Encourage a willingness to listen, learn and develop
  • Leading by example in being open to challenge and asking for feedback
  • Improving working relationships through an open, trusting, feedback culture
  • Support to be accountable for behaviour
  • Build confidence, by understanding what they are doing that is working well, and what could be even better
  • Clarity on the expected behaviours in line with our Ethics

Whilst many of us are reasonably self-aware, we view the world from behind our own eyes, and therefore aren’t able to see and hear ourselves in quite the same way as others do. For example, it can sometimes be surprising to see ourselves on video or hear our voices on audio, as there might be quite a difference between how we perceive ourselves, and how we really come across. For this reason, we probably all have ‘blind spots’ that, if we were to become more conscious of them, would enable us to appreciate and maximise our strengths more, and address any areas of potential risk that could create problems or hold us back in some way.

We develop best with a balance of support and gentle challenge, therefore this exercise is likely to be more helpful and meaningful if we don’t just select those that we have the best relationships with to complete the survey, but also any individuals that may be able to share some more developmental feedback that will ultimately be helpful to us.

The 360-degree process can be undertaken at any time, although the most popular time is in preparation for an annual review/performance development conversation. It can also be helpful to seek 360-degree feedback at the start and end of a training/development programme, as a way of gauging progress.



Accessibility and alternate formats

If you require any of this information in an alternative format, then please contact us via email at Organisational.Development@westsussex.gov.uk and we will do our best to assist you. If you are deaf or hard of hearing and have an NGT texting app installed on your computer, laptop or smartphone, you can contact us on 18001 0330 2222 7118.

Please note, you can use the Google Translate function to access this project in a range of different languages. The Google Translate widget can be found at the top left-hand side of the project page, where it sits just above the black West Sussex County Council ribbon.

For more information about the accessibility of this website, please see our Accessibility Statement (opens in new window).

360-degree feedback is a process through which performance feedback from an individual’s direct reports, managers, peers, colleagues and in some cases customers, is gathered via a survey across a range of statements, in addition to the person’s own self-evaluation.

In taking part in this 360 feedback programme, we hope to enable the individual to reflect on their strengths and development areas from a variety of perspectives. The 360 feedback report will be able to support individuals to work on improving a number of things

  • Increasing self-awareness
  • Encourage a willingness to listen, learn and develop
  • Leading by example in being open to challenge and asking for feedback
  • Improving working relationships through an open, trusting, feedback culture
  • Support to be accountable for behaviour
  • Build confidence, by understanding what they are doing that is working well, and what could be even better
  • Clarity on the expected behaviours in line with our Ethics

Whilst many of us are reasonably self-aware, we view the world from behind our own eyes, and therefore aren’t able to see and hear ourselves in quite the same way as others do. For example, it can sometimes be surprising to see ourselves on video or hear our voices on audio, as there might be quite a difference between how we perceive ourselves, and how we really come across. For this reason, we probably all have ‘blind spots’ that, if we were to become more conscious of them, would enable us to appreciate and maximise our strengths more, and address any areas of potential risk that could create problems or hold us back in some way.

We develop best with a balance of support and gentle challenge, therefore this exercise is likely to be more helpful and meaningful if we don’t just select those that we have the best relationships with to complete the survey, but also any individuals that may be able to share some more developmental feedback that will ultimately be helpful to us.

The 360-degree process can be undertaken at any time, although the most popular time is in preparation for an annual review/performance development conversation. It can also be helpful to seek 360-degree feedback at the start and end of a training/development programme, as a way of gauging progress.



Accessibility and alternate formats

If you require any of this information in an alternative format, then please contact us via email at Organisational.Development@westsussex.gov.uk and we will do our best to assist you. If you are deaf or hard of hearing and have an NGT texting app installed on your computer, laptop or smartphone, you can contact us on 18001 0330 2222 7118.

Please note, you can use the Google Translate function to access this project in a range of different languages. The Google Translate widget can be found at the top left-hand side of the project page, where it sits just above the black West Sussex County Council ribbon.

For more information about the accessibility of this website, please see our Accessibility Statement (opens in new window).

Page last updated: 04 Oct 2024, 12:41 PM