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Feedback Report Output

Document Score Chart

Spider Graph Scoring

Overall Score Bars

Score History Charts

Overall Trend Chart

Strengths Graph

Development Needs Graph

Comparative Score Bars

Score Range Charts

Population League Table

	360 Feedback
Technique
3 Tips for giving effective feedback:
		Tip 1

Feedback is no use in a vacuum. If there is no reason for the feedback the person on the receiving end will either: Not do anything with the feedback. Be defensive. Become hostile to the person providing the feedback. Example: “The purpose of this feedback is to ………..” Help you develop your performance. Recognise your strengths and areas where you could improve. Become more aware of your development needs. Help with your personal development planning.
		Tip 2

People understand things better when there is a process to follow – A beginning – a middle and an end! The feedback process should contain these three key elements. The beginning: What is the feedback for. Where has the feedback come from. How long will the process take. What happens after the feedback has been received. “The feedback process will follow a structure of…………” The middle: The feedback itself. The end: A concise summary. Action planning.
		Tip 3

The person giving the feedback should spend more time listening than talking. The ideal ratio is about 80:20. To make this happen the person providing the feedback should end each short summary with an ‘Open Question’. Examples: From the charts there is a suggestion that your manager has a different opinion to you…. What could be causing that ? Listen Summarise How could you change that ? It would appear that people see this as a strength ………. What do you do that would make people think that ? Listen Summarise How could you build on that perception ?
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