Everybody appreciates getting positive or constructive feedback and when the process is done properly, it can be a great help to both the individual and the company. Despite the evidence to support this, studies have shown that the very lack of feedback is the main reason why people choose to leave a company, so it is vitally important that you ensure that your organisation provides this feedback to its employees. This is a wise move, because it will help you assess where your employees need development in skills to help them to increase their performance levels.
Why do we have 360 degree feedback? 360 degree feedback has developed because of this very need to supply feedback to employees in both increased frequency and improved quality. 360 degree feedback is much more than the yearly visit to the manager's office, where you are informed of the positives and negatives of your performance.
Historically, it has been the manager's role to provide feedback and, due to increasing workloads, the manager's feedback has been scant at best. What 360 degree feedback does is widen the circle of feedback providers to include peer evaluation, direct reports and self evaluation. The end result of this process is that the individual has access to a comprehensive report that allows them to compare their own perceptions of their work to those of their close associates. Once they have this report, a performance coach will assist them in making any necessary adjustments through a targeted improvement plan.
There are a number of benefits with 360 degree feedback: when individuals have a greater insight into their strengths and weaknesses they are better able to manage their careers as a result of making improvements to interpersonal skills and building upon leadership skills and the employer is able to take advantage of having a highly skilled, experienced team of employees whose productivity and quality of work is high.
What are the main components of a successful 360 degree feedback process?
There are six components.
1. The most senior management must be willing to embrace the process and be supportive of its implementation. As well, employees must obtain the necessary skills to give constructive feedback. The most important factor is that managers have to be willing to implement any skills that they have obtained to give appropriate coaching.
2. Each survey carried out should have a connection with the ethos of the business and any specific skills sought and considered necessary for the success of both the business and the individual.
3. Every member of the team is required to attend a 360 degree orientation. At these training sessions they will be instructed with regards to the fact that 360 is not to be used in performance appraisal, but only as a developmental tool. The importance of confidentiality is stressed to assure those who are being rated and those doing the rating.
4. A survey or questionnaire is filled out. Most of these are completed online which allows for the use of special encryption software to guarantee the security of the data collection.
5. Once the surveys are completed, they are collated in the form of a report and given to the individual. The format of the report should be easily accessible. A group summary report is usually presented to the senior management in which numeric ratings are tallied which reveal strengths and weaknesses within the group. This then provides information that is useful in deciding upon any relevant training activities.
6. Any necessary coaching is then given to individuals to make the required improvements. The best coach is one that remains impartial and who focuses on goal setting that is helpful and realistic. Managers can also take on a supportive role in coaching; this will reinforce any skills attained and ensure accountability.
So, what can all this do to help your business? The success of the process depends upon how much effort you are prepared to put into it. How much change you are able to see is directly related to the degree of feedback presented as well as the level of support offered. 360 degree feedback, when used properly, can be extremely powerful in producing the amount of feedback you will need to make those necessary changes in your business. - 16089
Why do we have 360 degree feedback? 360 degree feedback has developed because of this very need to supply feedback to employees in both increased frequency and improved quality. 360 degree feedback is much more than the yearly visit to the manager's office, where you are informed of the positives and negatives of your performance.
Historically, it has been the manager's role to provide feedback and, due to increasing workloads, the manager's feedback has been scant at best. What 360 degree feedback does is widen the circle of feedback providers to include peer evaluation, direct reports and self evaluation. The end result of this process is that the individual has access to a comprehensive report that allows them to compare their own perceptions of their work to those of their close associates. Once they have this report, a performance coach will assist them in making any necessary adjustments through a targeted improvement plan.
There are a number of benefits with 360 degree feedback: when individuals have a greater insight into their strengths and weaknesses they are better able to manage their careers as a result of making improvements to interpersonal skills and building upon leadership skills and the employer is able to take advantage of having a highly skilled, experienced team of employees whose productivity and quality of work is high.
What are the main components of a successful 360 degree feedback process?
There are six components.
1. The most senior management must be willing to embrace the process and be supportive of its implementation. As well, employees must obtain the necessary skills to give constructive feedback. The most important factor is that managers have to be willing to implement any skills that they have obtained to give appropriate coaching.
2. Each survey carried out should have a connection with the ethos of the business and any specific skills sought and considered necessary for the success of both the business and the individual.
3. Every member of the team is required to attend a 360 degree orientation. At these training sessions they will be instructed with regards to the fact that 360 is not to be used in performance appraisal, but only as a developmental tool. The importance of confidentiality is stressed to assure those who are being rated and those doing the rating.
4. A survey or questionnaire is filled out. Most of these are completed online which allows for the use of special encryption software to guarantee the security of the data collection.
5. Once the surveys are completed, they are collated in the form of a report and given to the individual. The format of the report should be easily accessible. A group summary report is usually presented to the senior management in which numeric ratings are tallied which reveal strengths and weaknesses within the group. This then provides information that is useful in deciding upon any relevant training activities.
6. Any necessary coaching is then given to individuals to make the required improvements. The best coach is one that remains impartial and who focuses on goal setting that is helpful and realistic. Managers can also take on a supportive role in coaching; this will reinforce any skills attained and ensure accountability.
So, what can all this do to help your business? The success of the process depends upon how much effort you are prepared to put into it. How much change you are able to see is directly related to the degree of feedback presented as well as the level of support offered. 360 degree feedback, when used properly, can be extremely powerful in producing the amount of feedback you will need to make those necessary changes in your business. - 16089
About the Author:
Theo Benmanson has been instructing personnel for that last 15 years. He has written many articles on the topic. Click the links for additional articles on 360 degree feedback. Or visit his website at www.engauge.co.uk.
