This article ( http://armandojusto.blogspot.com/2009/09/effective-implementation-of-multi.html?showComment=1254135445260#c1320204085205988922 ) sets out in detail what recent research has found are key success factors in implementing 360 Degree Feedback. To these I would add: - Training/briefing in how to give feedback, as well as how to receive it - Proactive involvement by senior personnel/leaders, including visibly obtaining feedback from their own teams and being up-front about what they are doing to change the behaviours they need to change. - Linking 360 Degree Feedback to performance review/appraisal (making it part of the process, but not the only factor) - Making the giving of feedback, especially by line managers, a key criterion for a good appraisal rating. The line manager needs to encourage the feedback process and actively give feedback and obtain feedback on his/her self.