Companies seeking to elevate leadership performance and team dynamics should consider adopting 360-degree feedback. Unlike traditional top-down reviews, this method gathers insights from peers, direct reports, managers, and even clients—offering a full-circle view of an individual’s impact.

Implementing 360 feedback starts with clear objectives, selecting the right participants, and using a mix of quantitative and qualitative questions. It’s a shift from judgment to development, helping companies build trust, accountability, and self-awareness across all levels.

For companies currently using annual performance reviews or manager-only feedback, the transition can be phased. Start with pilot groups or leadership tiers. Ensure anonymity to foster honest responses and use structured tools or survey platforms for consistency.

Hiring an external consultant can bring neutrality, expertise, and structure—especially in interpreting data and facilitating feedback sessions. This ensures the process is not only insightful but also constructive.

Organizations that implement 360 feedback see stronger leadership, better communication, and a more engaged culture. It’s a smart investment in people, not just performance.

Hashtags:
#Leadership Development #360 Feedback #Employee Engagement #Workplace Culture #HR Strategy

Wendy Huffman is the Editor of the WBN News Nashville Edition & Founder & Owner of The Brilliant Edge Agency, delivering premier executive search and staffing solutions to help businesses secure top talent using the DREAM™ process. She is also the founder and CEO of the international nonprofit Letsmakethedifference.org based in Nashville.

Connect with Wendy on Linkedin.com/in/wendyhuffman

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