We all like to get positive or constructive feedback and when it is delivered in the right way it can really benefit both the individual and the business. Even so, with evidence to support this idea, it is the fact that people do not receive feedback that is considered to be the major contributor to their decision to leave their workplace, so it really is important to provide feedback to your employees. It is a wise decision as it allows you to find out where employees may require support or skills development to enable them to raise 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.
In the past, it has been left to the manager to provide feedback: because of the more complex nature of the managerial role and increased workloads, this task has been neglected. 360 degree feedback allows for an increased amount of feedback through a wider circle of providers and includes peer evaluation, self evaluation and direct reports. At the end of the process, the individual in question will have at their disposal a detailed report that enables them to compare their perceptions of work with those of their peers. Once the report is completed, there is provision for a performance coach to provide guidance regarding any necessary improvement plan.
There are a number of positive aspects to 360 degree feedback: the perspective that employees gain concerning their behavioural weaknesses gives them the ability to manage their careers effectively as they address interpersonal skills and leadership abilities and the business benefits from a productive workforce that has both a high level of skill and great experience.
What are the main components of a successful 360 degree feedback process?
There are six of these elements.
1. Top management must have ownership of the process and support its implementation. Employees need to gain the skills necessary to provide constructive feedback. Most importantly, managers must be willing to use the skills that they have attained to provide any relevant ongoing coaching.
2. All surveys that are given must have a relationship with the mission statement of the company and the skills for which the company is searching and should consider the skills that are needed to obtain both individual and company success.
3. Everyone concerned with the process must attend a 360 orientation. At this orientation they will be informed that 360 is merely a developmental tool and should never be used in performance appraisal. Confidentiality is also stressed to make sure that all involved are comfortable with the process.
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. These surveys are collated into a report, including any comments made verbatim and presented to the individual. The report should be in an easy to read format. Senior management is usually given a group summary report where numeric ratings are tallied to indicate strengths and weaknesses on a group level. This information can then be used to decide upon training initiatives that match the needs of the group.
6. Coaching that is considered necessary for improvements is then given to those requiring it. Impartiality is one of the best qualities of a good coach as is their ability to focus on realistic, useful goal setting. It is also appropriate for managers to adopt the role of coach as it will help to cement any skills gained and guarantee 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.
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.
In the past, it has been left to the manager to provide feedback: because of the more complex nature of the managerial role and increased workloads, this task has been neglected. 360 degree feedback allows for an increased amount of feedback through a wider circle of providers and includes peer evaluation, self evaluation and direct reports. At the end of the process, the individual in question will have at their disposal a detailed report that enables them to compare their perceptions of work with those of their peers. Once the report is completed, there is provision for a performance coach to provide guidance regarding any necessary improvement plan.
There are a number of positive aspects to 360 degree feedback: the perspective that employees gain concerning their behavioural weaknesses gives them the ability to manage their careers effectively as they address interpersonal skills and leadership abilities and the business benefits from a productive workforce that has both a high level of skill and great experience.
What are the main components of a successful 360 degree feedback process?
There are six of these elements.
1. Top management must have ownership of the process and support its implementation. Employees need to gain the skills necessary to provide constructive feedback. Most importantly, managers must be willing to use the skills that they have attained to provide any relevant ongoing coaching.
2. All surveys that are given must have a relationship with the mission statement of the company and the skills for which the company is searching and should consider the skills that are needed to obtain both individual and company success.
3. Everyone concerned with the process must attend a 360 orientation. At this orientation they will be informed that 360 is merely a developmental tool and should never be used in performance appraisal. Confidentiality is also stressed to make sure that all involved are comfortable with the process.
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. These surveys are collated into a report, including any comments made verbatim and presented to the individual. The report should be in an easy to read format. Senior management is usually given a group summary report where numeric ratings are tallied to indicate strengths and weaknesses on a group level. This information can then be used to decide upon training initiatives that match the needs of the group.
6. Coaching that is considered necessary for improvements is then given to those requiring it. Impartiality is one of the best qualities of a good coach as is their ability to focus on realistic, useful goal setting. It is also appropriate for managers to adopt the role of coach as it will help to cement any skills gained and guarantee 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.
About the Author:
Theo Benmanson has been developing 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 the website at www.engauge.co.uk.
360 Degree Feedback is a system or process in which employees receive confidential feedback's from the people who work around them, to understand his or her strengths and weaknesses to contribute work need for professional development, 360 degree feedback system.
ReplyDelete