Done right, 360 feedback is a great way of promoting growth in an organization, providing a more well-rounded view of individual and team performance, and strengthening collaboration. Done wrong, it can contribute to a culture of fear, lead to resentment, and be too focused on weakness rather than strength.

In this episode, we sit down with Jordan Burton, Co-Founder of Talgo.io, to explore the ins and outs of 360 feedback. We discuss the challenges, the risks, and how to put in place a review system that leaves all parties satisfied.

Jordan also offers some examples from his own professional life, suggests the times when a business is ready to implement a 360, and talks about why this process shouldn’t be remedial – that is to say, with the aim of ‘fixing’ somebody.

Key moments:

The ‘three levels’ of 360 feedback
The importance of trust in the process
Why 360 feedback risks being overly evaluative
How to prepare employees
The value of including a third-party
Why the ‘no attribution’ aspect of 360 feedback is so essential
How employees can provide feedback on the feedback they have received

Key links:

Subscribe to HR Unplugged Series: https://www.bamboohr.com/resources/podcasts/hr-unplugged/
Join HR Heroes Slack Community: https://join.slack.com/t/hrheroesworkspace/shared_invite/zt-21ad3f1r8-dkWC2EdmyhxUAHw9cGLdQw
Bamboo HR Homepage: https://www.bamboohr.com/
Connect with Jordan on LinkedIn: https://www.linkedin.com/in/jordanwburton/

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