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From YouTube: 360 Feedback Training with Jessica
Description
A
Hello
and
welcome
to
the
cult
ramp
360
review.
My
name
is
Jessica
Mitchell
on
one
of
the
HR
business
partners
here
at
get
loud,
I'ma
go
over
this
year's
process.
The
process
is
actually
similar
to
the
360
reviews
we've
done.
In
the
past,
we
put
two
lattice.
However,
we
are
going
to
call
shrimp,
and
so
this
was
an
opportunity
for
us
to
review
that
information
before
we
do
that,
let's
take
a
look
at
what
we'll
go
through
in
this
an
overview.
A
We
talked
about
the
timeline
a
little
bit
about
the
survey
by
self
review,
implementation,
some
best
practices
and
the
reporting
rules,
but
actually
before
we
do
that,
let's
first
talk
about
why
we
actually
do
360
reviews.
The
feedback
obtained
in
the
360
review
can
be
used
for
organizational
growth,
team
development
and
your
personal
individual
growth
I'd
like
to
review
five
benefits
for
team
members
from
an
increased
self-awareness
to
development
of
skills.
A
First
is
the
increased
self-awareness
one
of
the
most
important
benefits
to
a
team
member
receiving
360-degree
feedback
is
that
increased
self-awareness
team
members
are
given
a
complete
report
that
includes
their
strengths
and
areas
for
improvement.
This
gives
the
team
member
insight
into
their
behavior
until
they
can
be
into
how
they
are
perceived
by
others
in
the
organization.
A
deeper
understanding
is
reached
when
the
individual
compares
their
self-assessment,
which
we
will
do
in
the
tool
call
and
with
those
of
their
raters.
Second,
is
a
balanced
view.
A
360
feedback
reviews
are
useful
to
the
team
member
as
it
provide
a
well-rounded
and
a
balanced
view
of
their
skills
and
their
behaviors
in
this
review.
Feedback
isn't
just
given
from
the
individuals
manager
but
from
a
variety
of
people
in
the
organization.
This
provides
a
fair
and
more
accurate
picture
to
the
team
member
3.
It
leverages
strengths.
3
6
reviews
are
key
to
identifying
team
members
strengths
in
identifying
strengths.
In
a
particular
compromise
e
allows
for
the
creation
of
a
terror,
development
and
training
plan.
A
A
team
member
makes
its
strengths
and
area
and
when
given
additional
developments,
will
Excel
developing
strengths
is
important
for
team
members,
career
growth
and
forget
Lots
effectiveness
or
if
it
helps
uncover
blind
spots
as
3/6
360
feedback
gives
multi
rater
feedback.
It
allows
a
team
member
to
uncover
blind
spots
in
their
own
behavior.
This
enables
a
team
member
to
understand
that
behaviors
of
their
exhibiting,
but
never
notice
themselves.
A
Uncovering
blind
spots
is
important
for
continuous
improvement.
Highlighting
blind
spots
allows
the
team
member
to
focus
on
learning
and
development
needs
that
are
audible
to
those
overlooked,
behaviors
and
finally,
is
development
skills.
The
most
important
aspect
of
360
reviews,
then,
if
they
give
individuals
a
starting
point
for
the
development
of
new
skills
and
their
behaviors,
this
includes
building
on
your
current
strengths
and
developing
new
skills.
The
360
process
gives
individuals
ownership
over
their
own
improvement
to
the
creation
of
a
customized
development
plan.
This
encourages
individual
accountability
and
gives
team
members
control
over
their
career
path.
A
A
Some
key
dates
here:
we're
gonna
be
launching
the
tool
on
January
25th.
So
when
you
log
in
on
Monday
morning
on
the
28th
team,
members
will
have
seven
days
to
complete
their
self-assessment
once
the
self-assessment
is
completed.
Team
members
will
have
14
days
to
gain
feedback
from
reviewers
that
they've
assigned,
as
well
as
give
feedback
to
other
get
that
team
members.
Once
that
feedback
session
is
closed,
managers
who
are
also
coaches,
that's
what
culture
it
calls
them
have
two
days
to
review
the
360
and
send
it
to
the
result
team
to
the
team.
Member.
A
All
right,
so
what
is
culturing?
What
is
360
cult
ramp
is
a
tool
that
makes
it
easy
to
collect,
understand
and
act
on
employee
feedback
and
improves
the
engagement,
experience
and
effectiveness
of
every
team
member
during
this
process,
we'll
be
utilizing
the
individual
effectiveness
360
for
all
team
members.
This
means
this
will
be
from
individual
contributors
all
the
way
up
to
sit.
This
is
a
quick
and
easy
survey,
just
13
questions
with
five
focused
areas.
A
All
right,
so
we've
launched
the
tool.
What
should
you
expect?
This
is
an
example,
the
email
you
receive
from
via
culture.
You
have
to
start
the
survey.
This
is
your
chance
to
provide
your
self
review,
we're
again
asking
you
have
seven
days
to
complete
and
you
will
get
reminders
on
day.
7
3,
&
7.
If
you
have
not
yet
completed.
A
After
you
could
play
the
self
review,
you'll
receive
an
email
asking
you
to
identify
your
reviewers,
pretty
easy,
follow
the
steps.
It'll
walk
you
through
the
process.
During
the
survey
period,
you
do
have
the
option
to
uninvite
or
invite
managers,
and
these
arguing
neelam
move.
Yours,
please
note
that
managers
again
called
coaches
and
culture
ahem
have
the
ability
to
add
reviewers
or
uninvite
reviewers
to
your
to
your
feedback
session.
There
is
a
best
practice
managers.
If
you're
going
to
do
that
that
you
actually
communicate
this
to
any
change.
A
Any
of
these
changes
to
a
team
member
via
slack.
Alright,
so
you've
picked
your
reviewers.
You
know
what
you
till
you've
got
this
email.
The
question
is
so
who
should
you
include,
as
a
reviewer
is
recommended
that
you
nominate
seven
to
ten
of
your
co-workers
to
provide
feedback?
This
should
include
your
manager,
hater
cooks,
any
direct
report.