Larry Cipolla
July 24, 2013

After successfully implementing 360 degree assessments, what happens next? Specifically, is it right—or even necessary—to share one's 360 results?

By partnering with CCi Surveys International, a business will be provided with a follow-up discussion, coaching guide and a self-directed action process with each personalized feedback profile. Participants are encouraged to share their results with their immediate manager first.

Leadership is critical in this stage. Effective and successful employees are a reflection on that manager's ability to coach and develop their people. Ineffective and unsuccessful employees are a reflection of that manager's inability or unwillingness to coach and develop their people. This is also the stage when training and development activities are chosen, coaching or mentoring is done and special skill assignments can be identified.

Next, an informal follow-up is created, which will ensure that the participant is making progress. Any course corrections can be done at this time, if things are not going as planned. It is also in this stage when participants are encouraged to share their results with their direct reports—as a group, not individually. This is followed by peers and other internal rater groups, depending on the feedback results. Again, CCi Surveys provides questions and guidance to the participant for all of these stages.

Feedback-sharing meetings

When participants meet with their raters, it is a time for them to say "thank you" for the 360 feedback provided. The rated employees can identify which strengths they will build upon and in which areas they will agree to develop further. It is important for participants to identify the specific behaviors that they will include in their action plans, establish informal follow-up sessions, and course-correct as necessary.

These feedback-sharing meetings are scheduled for 30 minutes at a time. Their purpose is to acknowledge the rater feedback. There is no rationalization. There is no finger pointing—on either side. In conclusion, the raters and participant understand what needs to be done for the rated employee to make positive behavior change as a result of  his or her feedback.

The final steps

Lastly, about six to nine months after the initial assessment, participants complete a post-assessment process. Both sets of pre- and post-data are shown on the same page, making comparisons easy and rationalization more difficult. Sharing results can be extremely beneficial, but the important thing to remember is two-way communication. 360 feedback is designed to help employees become stronger contributors, not to place blame or initiate guilt.