Quick tips

on holding effective 360 debriefs

Your role as the manager delivering the 360

• Facilitate the conversation with open questions.
• Drive toward actions.
• Be non-judgemental – Not the time to say ‘I told you so’

Manager’s aim

• Help employees interpret and understand the feedback

• Help employee be self-aware and to see the gap for improvement
• Ensure the employee recognizes their strengths
• Support the employee to take action on the feedback

Tips and hints for the debrief meeting

Are there themes in the feedback that will help you to structure your
1 conversation? Do you need clarity from the reviewer?

2 Identify the development gap and pull the feedback from the reviewers to
exemplify.
Explain the purpose of the debrief, what your role is, your aim and the level of
3 confidentiality

Explain the scorecard format of the 360 report to the employee then let them
4 have several minutes to take in the scores. Observe their reactions as they do this.

5 Allow at least 45 minutes for the debrief.

6 Close the debrief positively

Question to ask
• What is your overall impression of
7 Identify clear action to work on the scorecard?
• What are you pleased with?
• What areas do you take away as
8 Put in time to follow up areas to develop?
• Are there any surprise?

Internal