So how do you go about finding the right instrument, one that will provide the feedback to address your specific set of organizational needs? Just as organizations have a particular focus and area of expertise, so do questionnaires. Look, therefore, for a high degree of correlation between the questionnaire you choose and the management philosophy of your organization, as well as the goals you want to achieve.

Marianne Gattinella, vice president of human resources at The McGraw-Hill Companies, has had experience with 360 over a large part of her career and in several organizations and industries. Marianne says, “I have noticed, particularly in the last decade, the extent to which developers and providers of 360 feedback have built more flexibility into their tools and applications. Besides the more obvious changes related to technology and online processes for easier data collection and report generation, the availability of instruments that are easily tailored to the audience are more useful to the practitioner and more valid for a feedback participant.” This means that the level of the individual, the nature of their role, and the method for follow-on are better addressed in the choice of 360 tools.

The search for a suitable instrument will generally consist of two stages—the initial search, which will eliminate all but a few of the available questionnaires, and the in-depth evaluation of those that remain.²