What does an example 360 degree feedback report look like?

Most 360 degree feedback reports will contain the same kind of analysis and information, but we have the capability to tailor the content of your 360 degree feedback report so this is an example 360 degree feedback report based on our experience of the analysis most people find useful.

How am I doing overall?

This is the main question most people have in their mind when receiving 360 degree feedback!

Most 360 degree feedback questionnaires are based on behavioural statements that form the 360 degree feedback questions. These questions are then clustered into groups of competencies.

We use an overall chart to show how people score on each competency.

There is some debate over whether this chart should be based on data from all raters , including the ‘self’ (the feedback recipient), but we tend to exclude it on the basis that if someone has been overly positive in how they rated themself then it can distort the figures.

The numbers on the chart are mean averages based on the rating scale used in the questionnaire.

For example, there will be several questions in the ‘Communication’ section of the questionnaire.

The questionnaire in this example uses a 5-point Likert rating scale so the score of 3.75 in the chart represents the average of how all raters scored the individual on this group of questions, with the maximum possible score being 5 and the minimum possible score being 1.

How have I scored myself compared to others?

This is the next most common question people have when receiving 360 degree feedback.

We actually use the first chart in this example as an indication of how the feedback session is likely to go.

The first chart is useful as it helps people reflect on how they rated themself compared to others.Where people are overly positive in how they see themselves they can sometimes find it difficult to accept the feedback and they may have a fairly high opinion of themself so we may need to do more challenging than for other people.

Where people have consistently scored themselves lower than others, they may lack confidence so we may need to work harder to help them see the positive aspects of their feedback.

The second chart in this example splits the data out by rater group.

This is an additional level of detail that allows us to see if there are any obvious differences in the way different rater groups have rated the feedback recipient. In this example, colleagues have tended to be a little more negative compared to the other rater groups.

example 360 degree feedback report

Where am I strongest? Weakest?

example 360 degree feedback report

As we begin to drill into the data a little deeper we start to look at how individual questions have been scored.

These charts show the 5 questions that were rated the highest and lowest out of all the questions. Again we tend to exclude the ‘self’ scores from the data.

Where are the biggest gaps in how I see myself compared to how others see me?

These charts show the individual’s hidden strengths and their blindspots.

Hidden strengths are where the individual has rated themself lower than others have. It suggests that they may actually be more capable in these areas than they think.

Conversely, blindspots are where the individual has rated themself much higher than other have. It suggests that they may be less capable in these areas than they think.

example 360 degree feedback report

What am I good at and what do I need to improve in specific terms?

example 360 degree feedback report

This is where we spend most of the time during the 360 feedback discussion as it is where get into the most detail – exploring the data at the individual behaviour/question level.

This example page of the report shows the overall score for each question within the competency at the top (in this case it does include the ‘self’ score).

The other charts on the page show the scores for each individual question broken down by rater group.

What else has everyone said about me?

Most of our 360 degree feedback questionnaires also include some open comments questions as these can add useful qualitative data.

Typical questions include:

  • What are the key things that you see this person does particularly well?
  • What are the key things that you would like them to do differently?

What does a good action plan look like?

A good 360 degree feedback session should end with specific actions being defined.

There is a tendency to over-engineer action plans, but this is an example of one we would typically include in our 360 degree feedback reports.

example 360 degree feedback report

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