What are the most effective ways to receive feedback during a 360-degree performance evaluation?

1 Understand the purpose and process

Before you participate in a 360-degree performance evaluation, you should understand why it is being done and how it will work. Ask your manager or HR team about the objectives, criteria, and timeline of the evaluation, and who will be giving and receiving feedback. You should also familiarize yourself with the tools and formats that will be used, such as online surveys, interviews, or reports. Knowing the purpose and process of the evaluation will help you set realistic expectations, avoid confusion, and reduce anxiety.

2 Seek clarity and specificity

When you receive feedback from different sources, you may encounter some contradictions, ambiguities, or generalizations. For example, one person may praise your communication skills, while another may criticize your presentation style. Or you may receive feedback that is vague or unclear, such as "you need to be more proactive" or "you have a great attitude". To make the most of the feedback, you should seek clarity and specificity from the sources. Ask them to provide examples, evidence, or suggestions that illustrate their points, and explain how they relate to your performance goals and standards. This will help you understand the feedback better, and identify the areas and actions that you need to focus on.

3 Listen actively and respectfully

One of the most important skills to receive feedback effectively is active listening. Active listening means paying attention to what the feedback source is saying, without interrupting, judging, or defending yourself. It also means showing interest, curiosity, and appreciation for their input, by using verbal and non-verbal cues, such as nodding, smiling, or paraphrasing. By listening actively and respectfully, you will demonstrate that you value the feedback, and encourage the source to share more information and insights with you. You will also avoid miscommunication, conflict, or resentment that may arise from a negative or defensive reaction.

4 Reflect and evaluate

Once you have received feedback from different sources, it's important to take some time to reflect and evaluate it. Don't just accept or reject the feedback without considering it objectively and critically. You should ask yourself how the feedback aligns or differs from your self-assessment and expectations, how it relates to your performance goals and standards, and how credible, relevant, and constructive the source and content are. Additionally, consider the key themes, patterns, or gaps that emerge from the feedback, any strengths and areas for improvement highlighted by the feedback, as well as the specific actions or changes you need to take or make based on the feedback. By reflecting and evaluating the feedback in this way, you can synthesize the information, identify opportunities and challenges, and plan your next steps.

5 Respond and follow up

The last step to receive feedback effectively is to respond and follow up. You should thank the feedback sources for their time and input, and acknowledge their feedback. You should also share your reflections, evaluations, and actions with them, and ask for their support and guidance. You should also monitor and track your progress, and update them on your results and achievements. By responding and following up, you will show that you are committed to improving your performance, and build trust and rapport with the feedback sources. You will also reinforce the feedback loop, and encourage continuous feedback and learning.

6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?