020 8816 8343 
1. Project Setup
Before you begin, check:
- A clear timeline from setup to reporting, with realistic milestones
- A defined project owner who can coordinate communication and decisions
- A plan for monitoring progress throughout the cycle
- A clear approach for following up incomplete questionnaires
- Agreement on how success will be measured (engagement, insight quality, development outcomes)
2. User Experience
Make it easy for people to participate:
- A simple, intuitive process for both subjects and observers
- Clear, plain English communication at every stage
- Briefing information that explains what to expect and why it matters
- Transparency about how data will be used, stored and protected
- A support channel for questions or technical issues
3. Framework & Questions
Your framework should be:
- Aligned to organisational values and leadership expectations
- Focused on observable, work-related behaviours
- Written in clear, jargon-free language
- Easy for respondents to interpret consistently
- Balanced between breadth (themes) and depth (specific behaviours)
4. Communication
Set the tone early:
- Explain the purpose clearly and consistently
- Reinforce that the process is developmental, not evaluative
- Provide instructions, timelines and expectations upfront
- Address anonymity and confidentiality early to build trust
- Ensure leaders model openness and support for the process
5. Respondent Selection
Choose raters who can give meaningful insight:
- A balanced mix of manager, peers, direct reports and others where relevant
- People who work closely with the participant and can comment on behaviour
- Clear guidance on how to select appropriate observers
- A process for reviewing and approving rater lists where needed
6. Data Collection
During the survey window:
- Set clear deadlines and communicate them early
- Monitor completion rates regularly
- Follow up with non-responders in a supportive, non-pressured way
- Maintain confidentiality throughout the process
- Keep the survey window long enough for thoughtful responses, but not so long that momentum is lost
7. Reporting
Reports should be:
- Clear, visual and easy to interpret
- Structured from high-level themes to detailed behaviours
- Supported by demographic views where appropriate
- Delivered confidentially and with support available
- Designed to prompt reflection, not overwhelm with data
8. Debrief & Development
Turn insight into action:
- Provide a structured debrief with a trained facilitator or coach
- Identify key themes and priority development areas
- Translate feedback into a practical development plan
- Offer follow-up support where needed
- Encourage participants to share their intentions with their manager or team
9. Follow-Through
Sustain the momentum:
- Schedule regular check-ins to review progress
- Track behavioural change over time
- Reinforce new behaviours through ongoing conversations
- Plan the next 360 cycle thoughtfully, ensuring enough time for development
- Celebrate progress and visible improvements
Bonus: 360° Feedback Do’s & Don’ts
Do’s
- Do communicate early and often, clarity builds trust.
- Do keep the process simple and human-centred.
- Do support participants with a high-quality debrief.
- Do focus on 2–3 meaningful development priorities, not everything at once.
- Do follow through, development happens between cycles, not during them.
Don’ts
- Don’t position the 360 as an evaluation or performance rating.
- Don’t overwhelm participants with data without support.
- Don’t allow rater lists to be chosen purely for convenience.
- Don’t treat the report as the end of the process – it’s the beginning.
- Don’t run 360s too frequently.
