MSA INTERACTIVE LIMITED

56 Duxford Road, Whittlesford, Cambridge, CB2 4NQ. Tel: 01223 839476 Fax: 01223 839626 E: contact@MSAinteractive.com www.MSAinteractive.com

360 Degree Feedback Guidelines on Interpreting the Results

360 Degree feedback is best used as a diagnostic tool. It allows candidates to view their performance in context at a particular moment giving them some clear indicators of their strengths and their development needs. This should be made clear in the review and development discussion. The report should enable candidates to work with an appropriate mentor, manager or facilitator on putting together an effective development action plan. A template for a personal development plan can be found on http://www.msainteractive.com/resources/devplan360.pdf General points to cover about the process and outcomes of 360 feedback: All such tools are perception based and reviewers may have different perceptions of the same situation. Remind the candidate that while it is real for the person giving the feedback, it is not necessarily the truth. Always consider the report in context. Ask questions about the candidates current role, team dynamics, short term projects etc. Any of these may have a bearing on the context of the feedback. Talk about the recency effect. if the candidate has had a difficult encounter with a Reviewer prior to them completing the questionnaire this will have impacted on their assessment. Equally a very positive encounter with a Reviewer will colour their perception. Opportunity for observation the candidate may be doing something, but reviewers may not have seen them doing it. Differences in reviews candidates may have received 360 feedback before. Remind them that they should expect to see changes in those areas where they have changed their behaviour, or where they have been working in a different role. Candidates have a choice about what they do with the feedback. Discussing next steps may help them to decide what actions to take. Confidentiality is critical. However, research has shown that the post-360-review development of candidates may be improved by discussion between the candidate and their reviewers. Candidates should be encouraged to make the decision about whether they would like to share the results of the report with their reviewers.

MSA Interactive Limited is a registered company in England and Wales Company Number 402 7334

MSA INTERACTIVE LIMITED

56 Duxford Road, Whittlesford, Cambridge, CB2 4NQ. Tel: 01223 839476 Fax: 01223 839626 E: contact@MSAinteractive.com www.MSAinteractive.com

When going through the report, bear in mind the following: Look for patterns and inconsistencies. These often highlight areas that need attention. When you identify a significant gap between the ratings of different categories of reviewer, look in more depth at the data in the tables. You may find the more detailed data shows up specific activities that are worth further discussion. There is no absolute as far as what constitutes a significant gap is concerned. It will depend on the specific report. Some may have very small gaps throughout, in which case a significant gap may be quite small. In other cases, the gaps in perception may be greater throughout the report. Be aware of the variance rating. A High variance may also indicate an area that requires a little further attention. It may indicate that reviewers in this category are not experiencing this aspect of the candidates performance in the same way.

Key points from the report for candidates to consider:

Ask the candidate to think about the following questions: 1. What are the key messages from my manager? 2. What are the key messages from my direct reports & others? 3. Where are my development opportunities? 4. What are my strengths? 5. Where does my own rating differ from the ratings given by my manager, direct reports & others? 6. Are there any surprises? It may be helpful for the candidate to jot down some initial thoughts on the Notes page at the back of the report before preparing an action plan. Thereafter they should begin to extract the key points from the report and get started on a development plan. The Personal Development Action Plan can be downloaded from http://www.msainteractive.com/resources/devplan360.pdf This document provides the candidate with some thoughts on how to get the most of their review, a guide page to help evaluate the 360 report and an Action Plan template. Please feel free to provide feedback on this document. Wed love to hear from you. Call us on +44 (0)1223 839476. Or e-mail Info@MSAinteractive.com MSA Interactive Ltd
MSA Interactive Limited is a registered company in England and Wales Company Number 402 7334