What is 360 feedback?

We all have certain perceptions about our own capabilities and behaviours; those perceptions may not represent the whole picture because they are only seen from our own perspective. Using a structured 360 process can help, because it gathers others’ views and perspectives in a more objective way than may otherwise be possible.

It is called “360” because it draws on the perspectives of other people all around – your manager, direct reports, peers and stakeholders – who have a range of viewpoints about your behaviours and abilities.

360 feedback can be used to gain feedback on a variety of competencies, skills and behaviours. We find that this opportunity to receive comprehensive feedback is a useful starting point for a leadership development programme.

The Imperial Expectations 360 tool

The 360 tool is based around the seven Imperial Expectations, and administered by an external organisation Amazure. Responses to the survey section are presented collectively, with no individual identity linked to any score or comment. All results and comments are completely confidential and will be securely processed by both Amazure and the Learning and Development Centre. 

Survey Confidentiality

We use an external company (Amazure) to administer the 360 Imperial Expectations surveys. Once the data is completed and processed they will send a confidential report to the member of the Imperial Learning and Development team who will be running the feedback session. All results are completely confidential and will be securely processed by both Amazure and the Learning and Development Centre. There is no requirement for the subject of the survey to share the results of the feedback with any colleagues unless they choose to do so.

Respondent Confidentiality

Responses to the survey section are presented collectively, with no individual identity linked to any score or comment.  The survey will not be processed unless there is a minimum of 2 respondents in each category to ensure that individual data cannot be identified. The exception to this is the person who manages the survey subject, who is likely to be the only person in their category.

The Nomination Process

If you are the subject of the survey, once this exercise has begun you will be sent an email from Amazure that will prompt you to complete your own ‘self’ survey and to nominate people to give you feedback. Your email from Amazure will explain how the nomination works, and they will send an email invitation out directly to your nominees inviting them to give you some feedback.

Respondent briefing

  • The 360 is part of your development and you value their feedback
  • The 360 review collects comments and ratings in relation to Imperial Expectations
  • As there are several participants in each respondent category, ratings are very unlikely to be attributed to individuals. This excludes ‘manager’ category (as this is likely to be just one person).
  • Free text comments will not be attributed to individuals.
  • The questionnaire takes about 20 minutes to complete
  • They will receive details on how to complete the survey directly from Amazure.
  • The date that they need to complete the survey by….

The most important thing to consider in nominating people in your feedback categories is that they will be able to give you. They will need to be people that you know reasonably well, and that you interact with on a regular basis in order to provide pertinent feedback.

The key thing to bear in mind is that these surveys are for your own development and to get the most out of the process you should select all of the people who you have to work with on a regular basis, even if you suspect that their feedback might be challenging.  

Peers – People doing a similar job to you, at similar level, who you interact with frequently. You will probably work collaboratively with them, or at least they will have observed the way you work.

Direct Reports - ‘Direct reports’ usually means someone you have line management responsibility for. This might be a member of your team, someone whose work you supervise, do appraisals for, and/or have regular check-ins about their performance and progress.

Stakeholder –Someone that has an interest in your work and may affect, or be affected by, your actions or behaviours.

Getting your feedback

Once your feedback has been processed you need to set up a 1-1 session to get your report. This will be delivered by an LDC consultant who will coach you through it. Please set this up by contacting Rochelle Dalrymple, Learning & Development Programme Coordinator - r.dalrymple@imperial.ac.uk - Tel: 020 7594 0975.