Guide to providing effective individual feedback in a 180 or 360 effectiveness survey

1. Prepare - think about the individual beforehand. What specific work have you seen them do beyond just the last few weeks? What do you value in them as a co-worker? Where do you think are their biggest opportunities to improve?

2. Speak from your own experience - avoid 'I've heard...' statements

3. Be specific - provide examples wherever possible and avoid general statements like 'really good’ or ‘difficult to work with’

4. Keep it actionable - always describe behaviors, not traits. Focus on what the person can actually do something about going forward (i.e. more of, less of, keep doing - “It would be good to see more of X as it leads to Y”).

5. Be respectful AND honest - development feedback can at times be challenging to give. Keep in mind the purpose of the survey is for development and not to judge or evaluate performance.


A simple framework you can use along with these tips is the SBI model, which improves feedback by providing clarity on the situation being mentioned, the behavior the individual demonstrated, and the impact they had:




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