How to Drive Engagement, Retention & Succession with 360-Degree Feedback
Thinking About 360 Feedback?
Here’s How to Get It Right from the Start.
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What This Session Covers
A practical, no-jargon hour on designing, running, and using 360-degree feedback in a way that creates real development, not just reports that gather dust.
Why most 360 programmes fail to deliver
The most common design and rollout mistakes that produce low-quality data, low engagement, and reports that no one acts on, and how to avoid them from the start.
What good 360 design actually looks like
How to write questions that surface genuinely useful behavioural insight. The difference between a questionnaire that generates action and one that generates confusion.
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Using 360 data to build a stronger succession pipeline
How to move beyond manager perception and use multi-rater evidence to identify which talent is genuinely ready for the next level.
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Speaker
Ines Wichert
MD of Esendia and author of Accelerated Leadership Development, she has worked with hundreds of HR and L&D leaders on how to make 360 feedback programmes deliver genuine results, not just data. Her work sits at the intersection of evidence-based HR practice and real-world implementation
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Questions This Webinar Answers
These are the questions HR leaders most commonly bring to this topic, all addressed in the session.
What is 360-degree feedback and how does it actually work?
360-degree feedback is a structured process in which an individual receives performance and behavioural feedback from multiple sources, typically their manager, direct reports, peers, and sometimes external stakeholders, alongside their own self-assessment. The term '360' refers to the full circle of perspectives gathered. Unlike single-source appraisals, 360 feedback reveals how a person is experienced by different groups, surfacing blind spots and identifying strengths that may be invisible from any one vantage point.
How does 360 feedback support succession planning?
360 feedback provides evidence-based data on the leadership behaviours and competencies that matter most for senior roles. It helps organisations identify which individuals in the talent pipeline genuinely demonstrate the qualities required at the next level, rather than relying on manager perception alone, which is prone to recency bias and favouritism. When embedded into succession planning, 360 data gives HR and leadership teams a more objective, multi-stakeholder view of readiness and development priorities for each pipeline candidate.
What are the most common mistakes organisations make with 360 programmes?
The most common mistakes include: running 360s without a clear development purpose, so data is collected but never acted on; designing questionnaires that are too long or too generic to produce useful insights; failing to prepare respondents, which leads to low-quality or overly cautious feedback; not pairing reports with coaching or structured debrief conversations; and treating 360 as a one-off exercise rather than part of a continuous development cycle. The result is that participants receive a report, feel uncertain about what to do with it, and the investment is wasted.
How do you turn 360 feedback data into real development?
Turning 360 data into genuine development requires three things: a high-quality debrief conversation that helps the individual interpret their report in context, a focused development plan that targets two or three priorities rather than trying to address everything, and follow-through via coaching, stretch assignments, or structured learning. Without a debrief and follow-up process, most people do not know how to act on their 360 report, and the process delivers no behavioural change. The webinar covers a practical framework for making each of these steps work.
How does 360 feedback improve engagement and retention?
When done well, 360 feedback signals to employees that the organisation is genuinely invested in their growth, not just their output. It creates a structured opportunity to reflect, receive honest input, and develop. Employees who receive regular, high-quality developmental feedback report higher engagement and are more likely to stay. Research shows that a visible development pathway is one of the strongest predictors of retention, and 360, embedded into a broader talent framework, is one of the most effective ways to create that visibility across the workforce.