360s

360 Feedback

Click on the menu items below to jump to different steps of 360 feedback

360 Feedback serves to collect a variety of voices to help block biases and ensure year round insights for performance reviews

It allows you to reflect on your own strengths and opportunities to grow.

About 360 feedback

For promotions, feedback collection is mandatory.

As a manager, 360 feedback allows you to gain diverse perspectives, build a fuller picture of your team member’s work performance and value alignment.

How to request feedback on Workda

HOW TO REQUEST FEEDBACK VIA WORKDAY

360 Feedback is delivered via task in Workday and it is available all year. The 360 feedback task is composed by 2 questions:

"Which behaviours, skills, knowledge or expertise do you believe helped this person succeed?"

"What constructive feedback would you share for this person's continued growth?"

Access the tutorials below to get to know how to complete 360 feedback:

Request Feedback on Self

Request Feedback on Team Memeber

(Exclusive for managers)

Answer or decline Feedback Request

Read more about when to use each on the FAQ (item 3).

HOW TO REQUEST FEEDBACK OUTSIDE WORKDAY

Outside feedback

If you need to request feedback from an external stakeholder or people that are not registered in Workday, you may use the following template:

External Feedback Request

Feedback struture

FEEDBACK STRUCTURE

A simple formula to write useful feedback is:

Describe the person actions or behavior using facts/examples

Describe the impact of the action or behavior

Connect observation with company's values or PLP

Realistic suggestion of improvement

"I noticed that you ran the driver’s analysis that Marcus also was handling"

"I mention this because we could avoid duplicate work "

"This is a chance to deliver solutions together as team"

"I believe you can collaborate more and not have to face the workload by yourself "

USEFUL FEEDBACK

Examples o useful feedback

RECOGNITION FEEDBACK

CONSTRUCTIVE FEEDBACK

”Sarah is a very collaborative and supportive team member. She proactively took over specific tasks on a project as I was struggling to keep up with the workload (fact/example). By getting her support on this, we were able to deliver the project on time and in high quality to our stakeholders (impact). She really showed that she is a hero because she cares (connected to values).”

“In order for Sarah to perform even better, I believe she could collaborate more with the team. She would have a broader sense of what we work, could identify overlaps and avoid duplicated work (impact). For example, when she ran the driver’s analysis that Marcus also was handling (fact/example). This could be a chance to collaborate with a team member using both of their strengths to deliver solutions” (connected to values).

NOT USEFUL FEEDBACK

Sarah is a very collaborative team member. She is always supporting the team by offering a helping hand in projects. I can see she has a lot of potential inside our team and we can get a lot of benefits with her strengths.” (No facts, examples, impacts or connection to values mentioned).

In order for Sarah to perform better, she needs to collaborate more with the team. I noticed she is good at delivering her tasks but she doesn’t make the effort to connect with others and this leads to overlaps in the work. I understand that she is trying to keep control of progress but it would be helpful if she opened up the floor for more collaboration.” (No facts, examples, opinions and no connection to values).”

APPROACHES

POSITIVE ORIENTED

“We want you to collaborate more with your team."

NEGATIVE ORIENTED

“We have noticed you tend to avoid collaborating with your coworkers."

FAQ

Check out the FAQ on 360 feedback to find answers.

360 Feedback

Questions?