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Getting 360° feedback right, to radically improve work culture


360-degree feedback or: how we learned to stop worrying and love the feedback

“It took you 4 hours to learn this task, others learned it in just an hour.”

“Your performance has been bad recently.”

“You did a lot worse than yesterday. What are you doing to improve yourself?”

[🎨] A confused business man.

What is it?

History of the 360-degree feedback

What’s in it for me?

Personal growth

Johari Window with the 4 categories: open self, hidden self, blind self and unknown self.

Team development

Pitfalls to avoid

[🎨] A military jeep driving through a minefield, symbolizing pitfalls.

No positive feedback

No constructive feedback

Taking it personally


The science behind 360-degree feedback aka peer appraisal

[🎨] Scientists doing science.

Experience at Earlybyte

[🎨] Earlybyte team celebrating success.

So, how to get started

[🎨] Employees listening to instructions.



“Everyone has to make sure the instructions cover how important it is for respondents to be candid and not worry about wounding subjects’ self-esteem. The expectation should be that people are direct and open while ensuring their comments are productive. It’s rare for respondents to be overly critical or inappropriate in their remarks since comments of those nature can often be attributable to specific people.” [5]

Use appropriate technology

Introduce SARAH and 4-ears model

  • Factual: “There is something green.”
  • Demand: “Tell me what it is!”
  • Relationship: “You should know what it is.”
  • Self-revealing: “I don’t like greens in my soup.”

Follow up meeting

Heres how you can implement it yourself:

Earlybyte template for 360-degree feedback


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