1. Using this Communications Template
This template has been prepared by Spidergap ( for you to use when communicating a 360 exercise to your organization
It is intentionally low on formatting as we suggest you apply your organization’s theme or an out-of-the-box theme on PowerPoint (see: how to apply a theme)
Please review and amend the content in these slides before use; they contain deadlines, objectives and steps they will differ from yours

2. [Your Company] 360 Degree Feedback
[DATE]

3. Introduction What is 360 Degree Feedback?
It is a technique that collects opinions from people that an individual works with to help them understand their performance.
Once feedback has been collected, the individual receives a report that helps them to identify their key strengths and areas to improve – helping them to plan their personal development.
360s are used by organizations all over the world, from Autodesk to Xerox, Abu Dhabi Police to US Army.

4. How we are using 360 Degree Feedback
[Company Name] are performing a 360 Feedback exercise to:
Help employees to plan and take action on personal development
Help departments to review and prioritize their training needs
Increase the return-on-investment (ROI) of training & development resources

5. Who will be involved?
Initially, our senior management team (50) will receive 360 degree feedback This feedback will be provided by their line managers, peers and direct reports After this, we’ll offer 360 feedback to all managers (500) across the organization

6. How can you help? To make the 360 a success, we need your help:
As someone receiving feedback: Focus on the end-goal of making a real difference to your professional career! The success of this 360 comes down to you taking real action.
As someone giving feedback: Take the time to give clear and constructive feedback. This will benefit the employee, their teams, the wider organization, and our customers.
If you are supporting an employee as their manager / coach: Make time available to provide support - during the exercise, and in the month's ahead.

7. Receiving feedback As someone receiving feedback, you will:
Choose your feedback providers
Complete a self-assessment
Review feedback & create your plan
Take action & review progress

8. 1) Choose your feedback providers
Your goal: Choose 5-7 people who can give a well-rounded view of how you are performing and where you can improve. Your list must include your line manager, 2 or more peers, and 2 or more direct reports.
Steps:
You will receive an with instructions [ETA: 15th Nov]
Follow instructions to choose 5-7 feedback providers [Deadline: 5th Dec]
Your list will be sent to your manager for approval (if changes need to be made, your line manager will contact you to discuss these)
Once approved, invitations for feedback will be sent out

9. 2) Complete a self-assessment
Your goal: Think carefully about your answers – the self-assessment should help you think about where the biggest opportunities are for you to grow as an employee. You will be able to compare your opinion to the views of others in the feedback report.
Steps:
You will receive an invitation to complete a self-assessment via [16th Nov - 6th Dec]
Click on the link and follow the instructions to provide your self-assessment [Deadline: 10th Dec]
You will receive reminders until it has been submitted

10. 3) Review your feedback & create your plan
Your goal: Create a personal development plan (PDP) that will make a real impact to your career. Aim to spend at least 30 minutes on identifying the best solutions and creating this plan. When reviewing the feedback, choose just 2-3 areas to focus on and discuss why these areas are important.
Steps:
Your feedback report will be shared with you [ETA: 15th Dec]
Arrange and have a 1-hr feedback-review meeting with your manager (spend at least 30 mins on the PDP).
Share your completed PDP with your manager

11. 4) Take action & review progress
Your goal: Complete some of the actions from your PDP and review the impact these have to your personal development. Change your plan as you make progress, and get help from others (including your manager) to remove any obstacles impeding your development.
Steps:
Identify the first action on your PDP and complete it
Review how it contributed to your development and what action you should take next (and repeat)
After 3-6 months, arrange and have a 1-hr review meeting with your manager to review your progress against your plan
Update your plan based on what you learn and ways in which you will get support from others

12. Giving feedback
Your goal: Provide useful, constructive feedback that helps the person receiving the feedback to identify their strengths, and to prioritize where they should focus their development. Where you identify issues, provide examples or suggested ways in which the individual can address these.
Steps:
You will receive invitation(s) via requesting feedback [16th Nov - 6th Dec]
Click on the link and follow the instructions to provide constructive feedback [Deadline: 10th Dec]
You will receive reminders until it has been submitted
Your feedback will be combined with feedback from others into a report that will be provided to the individual (Note: your name will not be identified, but text comments will be quoted verbatim)

13. Supporting an individual review their feedback
Your goal: Support the person who has received feedback to identify their top strengths and 2-3 areas to improve. Discuss why these areas are important, and help them to create a personal development plan (PDP) that will make a real impact to their career. Spend at least 30 minutes on identifying the best solutions and creating this plan.
Steps:
The individual will receive their feedback report [ETA: 15th Dec]
You will be invited to a 1-hr feedback-review meeting with them
During the meeting, ask questions to help them identify their top strengths & top areas to improve and why these are important
Encourage them to spend at least 30 mins on creating their PDP, to include the actions they will take, when they will do these, and how they will measure improvement
Schedule a progress-review meeting (3-6 months) to review and update their plan

14. Next steps
You’ll receive an (either asking you to choose feedback providers, provide feedback or provide support) that makes it really clear what you have to do
Please make sure you complete the actions indicated in these s promptly

15. Please contact [EMAIL] or call [NAME] on [PHONE]
Any questions?
Please contact [ ] or call [NAME] on [PHONE]