360°-feedback widely appreciated by users
70 % of all participants answered that the level of personal benefit they got from 360°- feedback was either very high or moderately high. Only 30 % of all answers were less positive: 15 % stated 360°-feedback wouldn't give them much value and 12 % answered that it is of no benefit at all and they would prefer not to use a 360°-feedback system.

Making 360°-feedback even more of a success
We're happy and even a bit surprised to see such a positive attitude towards the instrument as we know that it is essential to use 360°-feedback process in the right way. Here's a little list of success factors:

The implementation of a 360°-feedback process requires professional and systematic preparation, e.g.:

• Detailed information for all participants about the process and the objective target prior to the start
• Transparency about the organisational procedure
• Assurance of anonymity for feedback providers (except from the perspective of supervisors)
• Absolute frankness about the purpose and the aim of the process and the use of the results
• Asssistance with the analysis of the reporting
• Integration into existing HR work and current projects
• Inclusion of work councils from the very beginning