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360 Degree Feedback System

EMD has been at the forefront of developing a 360 Degree Feedback Process. We are able to facilitate the entire process, provide you with the tools to do-it-yourself, conduct the survey online and coach managers in optimising the outcomes from the whole process.

Why 360 degree feedback?

In Performance Management, helping employees to perform at their best is essential. To meet the challenge, 85% of Australia's top-500 companies and 100% of the top-1000 companies in the US today use the 360 feedback process, whereby a person is rated not only by their manager but also by their peers, their direct reports, themselves and by internal / external customers.

EMD customises each survey to reflect the particular behaviours the organisation values, and which management wants people to focus on.

360-degree feedback can:

bgre.gif (807 bytes) Specify the attitudes, behaviours and competencies valued in the organisation
bgre.gif (807 bytes) Identify areas of strength and development in individual or in a group
bgre.gif (807 bytes) Build more effective teams
bgre.gif (807 bytes) Increase performance through effective feedback

How does 360 feedback work?

EMD begins by working with the client to define the behaviours and competencies valued by the client.

We then run workshops to generate ownership and understanding by employees of the reasons for utilising the 360 review as well as the organisational values, behaviours and competencies required.

Questionnaires for performance appraisal are then developed, based on the outcomes sought by the organisation.

The survey is run electronically via EMD's specially developed web-based program, which is hosted on a secure site.

The final step is the individual and group debriefings where action plans to improve performance are formulated, based on the feedback obtained through the survey.

The whole program is delivered in a non-threatening way. We use the best available tailored software and provide expert debriefing.

Facilitating 360 Feedback - A Coaching Session

For managers who will debrief their direct reports on their 360-results, we have developed a special coaching session and a debriefing manual.

The objectives of Facilitating 360 Degree Feedback are to:

bgre.gif (807 bytes) Understand the reports in detail - how they are compiled and how to interpret the data;
bgre.gif (807 bytes) Be comfortable with all the steps of the debriefing process;
bgre.gif (807 bytes) Be able to conduct the debrief in a constructive manner.


The outcome of Facilitating 360 Degree Feedback is for managers to understand the debriefing process and be able to follow this tried and tested method in order to derive maximum benefit for the organisation from the 360 survey.

Used correctly, 360 Degree Feedback helps to:

bgre.gif (807 bytes) Identify strengths and development needs in order to improve personal and team effectiveness.
bgre.gif (807 bytes) Provide information that can be used to enhance performance agreements.


We take participants through the 4-step process we use as consultants when debriefing the results:

bgre.gif (807 bytes) Placing the review into context - why is the organisation doing the 360 degree survey.
bgre.gif (807 bytes) Interpreting the results - what do we aim for, and what can we do with the feedback.
bgre.gif (807 bytes) Working through the reports - raters, categories, rating scale, numbers, standard deviation, step-by-step process to use, strengths and weaknesses, comments.
bgre.gif (807 bytes) Developing an Action Plan - coaching the other person, using open-ended questions.

Action Learning

We have developed a number of scenarios to role-play so participants can get some hands-on experience in debriefing some tough results, and our debriefing suggestions for the various scenarios are made available at the end.

What Next?

If you are interested in more information please give us a call on +61 412 026 909 and ask to speak to one of our consultants. 

Alternatively e-mail us at info@emdgroup.com.au or use the form on our Contact Us page.


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