360-Degree Feedback: Building a Culture of Continuous Improvement

• Introduction to 360-Degree Feedback — purpose, benefits, and how it supports employee development and provides a comprehensive view of performance. • Sources of 360-Degree Feedback — self-assessment, peers, managers, direct reports, and clients, and how each source adds unique insights. • Designing a 360-Degree Feedback Programme — defining objectives, selecting competencies, creating questionnaires, and planning communication. • Feedback Tools & Technology — digital platforms that simplify the feedback process, automate data collection, and integrate with HR systems. • Competencies & Areas Measured — identifying and measuring relevant behavioural and functional skills to ensure feedback is focused and meaningful. • Administering 360-Degree Feedback — planning, executing, collecting responses, ensuring anonymity, and maintaining participation. • Interpreting & Delivering Feedback — analysing feedback reports, identifying patterns, delivering constructive feedback with clarity and empathy. • Action Planning & Development — translating feedback into actionable development plans, setting measurable goals, and using coaching or training. • Challenges & Risks in 360-Degree Feedback — biased or vague feedback, resistance from participants, or misuse of results. • Best Practices in 360-Degree Feedback — prioritising development over appraisal, maintaining transparency and confidentiality, and integrating feedback with performance systems. • Capstone Project — design and implement a complete 360° feedback programme.