EQV Process

Using 360 Degree Feedback as part of your staff appraisal and development process you can be highly beneficial to both your business and your staff.

  • People gain much better self-awareness by learning how their colleagues perceive them
  • People generally like 360 degree feedback. They take things less personally and are more likely to take on board what’s been said.
  • It helps people understand how their behaviour influences both their own personal effectiveness and how they impact the smooth running of the origination.
  • It improves communication within the organization and encourages a more open culture where giving and receiving constructive feedback is the norm.
  • It is a very powerful driver for change both for individuals and organizations as a whole.

Each participant is sent a paper copy of the questionnaire by email this is then returned to EQV for processing. An Excel spread sheet would be used to produce a quantitative report of scores and statistics.The questionnaire will consist of 6 behavioral competency based statements rated on a scale, for example from one to five or from excellent to not at all, and includes the opportunity to add comments. This is important as qualitative analysis is essential to the success of 360 degree feedback; this feedback is so much more powerful than your ‘average score of 4’The recipient receives feedback from those all around them in the organisation from above (Board members), from below (their direct reports x 6) and from (external suppliers and customers outside the business x 6.


The report shows the actual ratings given for each question, as well as averages for each question and for each competency, and any written comments. This can be emailed to the recipient on completion.However, simply giving someone their feedback report and leaving them to work out its implications for themselves, not much will change.


Most people need the help of a skilled coach to use their feedback to produce a personal development plan that has realistic objectives and is practical, relevant, short term. The coach will help the recipient to:

  • Focus on their goals – real commitment to change
  • Put the feedback into the context of what is expected of them, and of their goals, and of the skills and abilities they need to achieve those goals
  • Work out for themselves the important messages from their feedback report (rather than just telling them what it says)
  • Identify the things that they need to achieve and to come up with a realistic, short-term, low-cost and engaging plan for doing that. That plan will take into account possible obstacles that they could foresee, opportunities for getting support, how to involve their manager where appropriate, and how they will check on their progress.

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