{"id":990322,"date":"2025-11-17T13:42:05","date_gmt":"2025-11-17T13:42:05","guid":{"rendered":"https:\/\/practaice.nl\/van-360-graden-feedback-naar-360-graden-oefenen-en\/"},"modified":"2026-05-12T06:42:11","modified_gmt":"2026-05-12T06:42:11","slug":"van-360-graden-feedback-naar-360-graden-oefenen-en","status":"publish","type":"post","link":"https:\/\/practaice.nl\/en\/van-360-graden-feedback-naar-360-graden-oefenen-en\/","title":{"rendered":"From 360-degree feedback to 360-degree practice"},"content":{"rendered":"

360-degree feedback<\/a> is popular.
Many organisations see it as a valuable way for colleagues to get to know one another better, give each other feedback and grow together.
Employees, colleagues and managers complete each other\u2019s forms, and HR carefully oversees the process.<\/p>\n

Yet, little often changes after the report is issued.
The insights are there, but behaviour remains the same.
Feedback is discussed, but rarely acted upon.<\/p>\n

More and more organisations are therefore asking the same question:
how do we make feedback truly educational?
How do we ensure that feedback is not just an annual exercise,
but a habit, something people do every day and take for granted?<\/p>\n

What is 360-degree feedback?<\/strong><\/h2>\n

With 360-degree feedback, you gather information about behaviour from different perspectives: colleagues, managers, and sometimes customers.
You get a broad picture of how someone comes across, but it often stops at observation.
In practice, little is done with those insights to actually improve.\u00a0<\/p>\n

\"\"<\/figure>\n

Why 360-degree feedback often falls flat<\/strong><\/h2>\n