360 Degree Feedback FAQs

1. What if I don’t agree with the feedback?
We have found that about a third of those who participate in 360 degree feedback say that they were surprised by the feedback. This is one of the benefits of 360-degree feedback, we are able to see our performance in the eyes of others, as well as how we relate to them.

Even though you may not agree with it, the feedback represents the perceptions of others which are real. It is important to realize that other’s perceptions of you are their reality. You can choose your actions accordingly.

2. How valid is this 360 degree feedback, really?
360-degree feedback is about others’ perceptions of your performance and behavior. Others’ perceptions are valid even if they may not be fully accurate. People will react to you based on their perceptions of your performance, not necessarily your actual performance.

The survey is based on leadership competencies and behaviors relevant to your job. It has been tested and validated to ensure that it provides an accurate and reliable measurement. The composite result of approximately 10 relevant raters on such an instrument can be safely considered valid feedback.

3. What if one person consistently gives me high scores (or low scores)? Won’t that impact the outcome?
All feedback received is important. If someone gives an individual a high score, that feedback is truly important feedback. The same thing happens if it is low—regardless of whether we like it or not. Statistically speaking:

• Having one person provide extremely high scores, or very low scores, when all other scores hover around the same score, is not very common.
• Let’s suppose, for example, you receive consistent feedback from 30 people, except for one. That one rater (whether low or high) does not have a significant impact on the overall score.
• If a person only has a small number of raters—10, for example— one rater could have a greater impact on the overall score. However, if the raters are relevant, it is important that this person’s feedback be taken into account.

4. How do I know if this score is within an acceptable range?
Our 360 Feedback reports provide a norm indicating the average score of all participants in your group. As an option, we can include a benchmark indicating the top 25^th percentile. You can see how your scores compare to the group's norm and benchmark.

If your 360 Feedback scores are at or above the Norm you have an acceptable score. Scores below the Norm should be a concern. Nobody wants to be “below average.” If your scores are at or above the Benchmark, it is a great score!

5. Can I find out who gave me a specific rating?
No. 360 Feedback rating is anonymous and the report is confidential. With the exception of feedback provided by your direct supervisor, the feedback by peers, direct reports and others should be kept confidential, and is only reported as a group.

6. What if I can guess who said what? Guessing who said what is a bad choice. Even some of the most confident guesses have proven to be dead wrong with embarrassing and often painful consequences. Besides, guessing—regardless of its accuracy—places the focus on managing relationships rather than learning from feedback.

7. Are my supervisor’s scores weighted more than the scores provided by others?
All scores should be weighted equally. This way, no individual (including your supervisor) has more impact on the overall score than another. This is an important distinguishing factor between a 360 and a performance appraisal. The 360 provides a picture of how we relate to all others with whom we work. Copyright 2009 by DecisionWise, Inc.