– The purpose of this two-part study was to develop and test a best practice model for the deployment of 360 feedback in organizations.
– In the first study, 59 stakeholders were interviewed including Learning & Development (L&D) managers, 360 program participants and the coaches providing feedback on those programs. A grounded theory methodology was deployed from which emerged a preliminary best practice model. In the second study, the model was tested in the design and evaluation of a 360 feedback program in an Australian Government organization.
– A best practice model emerged that emphasizes the importance of establishing a clear purpose for such programs, a purpose that provides context for tool selection, stakeholder engagement and the framing of expected outcomes. The model highlights the importance of resourcing an adequate feedback process that provides short- and long- term support for participants, as they seek to make sense of the feedback and commit to specific actions.
– The best practice model draws on academic research and the experience of practitioners to derive a set of guidelines that should both enhance the return on investment afforded to 360 programs and lead to participants feeling more engaged with the organizations they work for.
