Have you ever wondered who should have access to 360 feedback reports in your organization? In this article, we'll explore the distribution of 360 feedback reports and who typically has the privilege of seeing them. This process is crucial for effective leadership development and personal growth.

Reports to Participants

In most cases, individual 360 feedback reports are shared with the participants shortly after the survey concludes. If participants are scheduled to meet with HRBPs or coaches to discuss their results, we recommend providing the reports 1-3 business days before the session. This early access allows participants to prepare and reflect on their feedback, making the debriefing session more productive.

Reports to Managers

When managers are actively involved in the 360 feedback process and are responsible for debriefing participants and assisting with their personal development plans, it's common practice to share individual reports with them. Some organizations leave the decision of sharing reports with managers up to the participants, offering flexibility in the process.

Reports to HR, Coaches, or Consultants

In situations where HR professionals or external consultants will be conducting the debriefing sessions with the participants, it's typical for HR to receive and distribute individual reports to the relevant recipients. This streamlined approach ensures that all necessary parties have access to the feedback reports to support leadership development effectively.

The distribution of 360 feedback reports plays a vital role in promoting leadership development within an organization. By making these reports accessible to the right individuals, you can drive personal and professional growth. Whether it's participants, managers, HR professionals, coaches, or consultants, having a clear strategy for sharing these reports is essential.

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