You have probably landed here as an employee who is about to take part in an Individual Effectiveness survey (also called a 360). This page is an outline of the key things you need to know, links to resources and next steps. Note: This is all general information and the exact details may differ depending on your organization.
What is the purpose of an Individual Effectiveness survey?
Our Individual Effectiveness survey uses a 360 feedback process and is built to support employee development, not performance evaluation. It is intended to provide you with an opportunity for learning and growth. The feedback you receive in your 360 should help you to answer these two questions:
- What are the key things that I am doing well and should keep doing?
- What are the most important things that I should focus on to make myself, my team and my organization more successful?
How does 360 feedback work?
Here are the basics. A 360 (sometimes referred to as 'multi-rater feedback') is generally understood as the process whereby an individual obtains feedback, usually through a survey, from groups of reviewers at work. Typically there are 4 reviewer categories: Self, Manager, Co-workers and Direct reports. The feedback is then presented back to the individual in a format where they can see a breakdown of the feedback by category.
The advantage of 360s over other forms of feedback is that you can compare many different perspectives of your behavior in one place. This type of feedback can increase self-awareness by showing you how you are perceived by others. It can also help you in determining the most important things to focus on first.
Who should I select to provide me with feedback?
You should nominate around 6 people (you can choose a few more) to be your reviewers. This group should typically include your manager and a combination of co-workers/team members as well as any employees who report to you. If you are not currently in a people lead role, then you may choose to select more co-workers.
You can choose reviewers while your 360 is in the Nominating stage, and once you've decided on the final list, your 360 will move to the Nominated stage. Once your 360 has been launched and reviewers have been asked to provide feedback, you can no longer add more reviewers, or remove reviewers yourself. You need to ask your Coach who can arrange this via the Survey Admin or reach out to the Survey Admin directly.
Your reviewers (including yourself) will receive an email from Culture Amp containing links to submit feedback for various people. See our tips on choosing your reviewers for your 360.
I need to give someone feedback, what tips do you have?
We've put together 5 tips for providing useful feedback.
We also recommend you sign in to Culture Amp to see a list of all the people who asked you for feedback on your Dashboard. You can see when the feedback is due, and also review any feedback you already gave to people using the Show completed tasks link.
Who has access to my feedback?
The results are your own. Only your nominated Coach (most likely your manager) and the identified Survey Administrators for your company will have access to individual reports.
Your feedback results will be available to your Coach throughout the survey process (typically the survey will stay open for 1-2 weeks). Shortly after the feedback period closes, your Coach will share your results with you and arrange a time for your Feedback Review session. During this session, you and your Coach will work through your results together.
What is the role of my Coach?
Your Coach will help you to contextualize your feedback, to give you someone to discuss your results with, and to help you to choose a focus for action. Trust us, this is much easier than trying to do it alone! Our Guide for Coaching in a Feedback Review explains what to expect.
Is the feedback I receive anonymous?
While no names are associated with responses, all feedback including comments will be grouped into the following categories: Self, Manager, Co-workers and Direct Reports. There is also no minimum reporting size, meaning that if there is only one person in a category who has provided feedback (e.g. manager, direct report) it would be possible to identify who that is. The survey also asks reviewers to provide specific examples to support selections and therefore it can sometimes be easy to identify who the feedback is coming from by the example used.
The best and most helpful pieces of feedback are often specific and with more detail, making it less likely that anonymity is preserved. But this is not necessarily an issue. Keep in mind that the primary purpose of 360s is to give co-workers a way to provide feedback in a more consistent and structured manner; not to create a way to provide anonymous feedback, although we recognize the latter is helpful in some cases.
How can I make the most of my feedback?
We've put together an article to guide you through this - Making the Most of Your Individual Feedback. Here's a quick summary to prepare you ahead of time:
Learn, act and repeat. Learn by reviewing your feedback with your Coach to identify key areas you are doing well and key opportunities for you to develop. Remember to say thanks to everyone who gave you feedback! Act by choosing an area to focus on and creating a plan to make progress. Repeat by signing up to go through another round of Individual Effectiveness feedback in about 4-6 months time.
Note - If your manager is not your nominated Coach, we recommend that you also discuss your feedback and action plan with them as it is a valuable supplement for development discussions and planning.