This guide covers key areas to help you interpret your 360 feedback report. Getting the most from your 360 feedback involves analyzing and understanding the data in your report and actively using it to develop.
There will likely be a mix of feedback, some expected and unexpected. This provides an opportunity to learn about potential blind spots and understand things from a different point of view.
Your Report
Results are displayed by rater groupings (Supervisor, Direct Reports, Peers, etc.). Refer to the legend in the competency summary to see the total number of people (N) who gave feedback per rater group. Self-ratings and supervisor ratings are reported individually, when applicable.
The “All Others” group will display when there is not enough data available to break out by individual group. "All Others" refers to all raters excluding your self-rating and supervisor rating. You will not see individual rater responses in your report.
Survey Questions
The survey has a series of behavioral statements organized by competency to help group into larger themes like communication. Each behavior is listed with a rating scale next to it. Participants can skip behaviors or select “Not Observed” which is then excluded from your results. Comment questions may be included in the assessment which is supported with free form text and displayed exactly as they were submitted by the individuals.
Competency Summary
You can compare how different groups see you, and contrast that with how you see yourself. This is a summary of ratings at a high-level by competency.
The chart shows the average ratings for each competency by rater group. Pay particular attention to your highest competencies compared to your lowest competencies. You should get a feel for your general areas of strength and opportunities for improvement.
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Avg stands for the average score, or mean, by each rater group.
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% Fav is the percent of responses that are a 4 or 5 rating when using a 5-point scale.
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Hi and Lo stand for the highest and lowest rating given by each group.
Similar ratings in the Hi and Lo columns mean people responded similarly to that item which stands for high agreement within that group. However, the greater the difference between these ratings may reflect disagreement or different perceptions within that group.
Individual Review Items
This chart provides the same type of information as the competency summary but for each behavior rated within the competency area.
Note where the "Self" bar is in comparison to other groups. If your self-score is substantially lower, this shows a strength you may not be aware of. If your scores are higher than the other ratings, it could show a blind spot.
The Johari Window is a useful tool for illustrating what feedback can provide. It shows how we can experience deeper personal understanding and improve ourselves when we are transparent and open to feedback from others.
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Open Area denotes the things that you know about yourself, and the things that others know about you.
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Blind Area denotes things about you that you aren’t aware of, but that others know about you. These may include things which are difficult for an individual to admit directly but can be seen by others.
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Hidden Area denotes things that you know about yourself but don’t reveal to others.
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Unconscious Area denotes things that are unknown by you and are unknown by others.
The process of gathering and reviewing feedback from different perspectives opens the Johari Window. The more peers, managers, direct reports, and leaders understand about you, and the more aware you are of how you’re perceived, the more effective your communication can be and the more successfully you can work together.
Strengths and Opportunities
This chart can help to distinguish your greatest strengths and opportunities for improvement. It shows your five highest and five lowest average ratings for all rater groups combined, excluding your self-rating. If a tie in scores, the items will display in order of the assessment for the tied score.
Comments
Open-ended comments are reported by question and rater group. Comments are free form responses displayed exactly as they were submitted by the individuals.
Remember that comments in this report are segments of the whole and represent individual views and perspectives as one piece of reality. Although they may be reality to the person, that person's comments may, or may not, reflect how others see you. Our immediate reaction may be to get caught up in a specific comment. Be aware of this and look for common themes.
Development Recommendations
In the last section, you’ll find personalized development recommendations and resources based on your specific opportunity areas. These recommendations are specific to your lower ratings and have best practices and added resources to support your development.