When it is done properly and sensitively, positive or constructive feedback is valued by the majority of people and can be extremely helpful to the company and the individual. However, in spite of the evidence that sustains this argument, people still leave businesses because of the lack of this very feedback, so it could be considered crucial to make sure that your business is able to provide feedback to its employees. To do so is sensible because it enables you to discover the areas in which your employees may need assistance in skills development to in turn increase their productivity.
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.
Throughout time it has been the job of the manager to give this feedback and as a result of increasing workloads, the feedback has not always been comprehensive. 360 degree feedback increases the circle of feedback and includes not only the manager's comments, but also peer evaluation, self evaluation and direct reports. What results at the conclusion of this process is a comprehensive report that provides the individual with a comparison between how they perceive their performance and that of their associates. This report will then allow them to make any necessary changes through a targeted 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 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. Any survey that is conducted should relate to the companies ethos and the competencies that they are looking for, addressing the skills necessary to attain individual and company success.
3. All those involved in the rating process are required to attend a 360 orientation. This is where they will learn that 360 is to be used only as a developmental tool and not for performance appraisal. The confidentiality of responses and the process of surveys is to be stressed, reassuring both the "raters" and those being rated.
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. If any coaching has to be completed it is given to those who require it. A good coach stays impartial and is concerned with helpful and realistic goal setting. It is possible for managers to become involved in coaching as it has the ability to reinforce skills that have been attained and guarantees that they remain accountable.
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. - 15254
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.
Throughout time it has been the job of the manager to give this feedback and as a result of increasing workloads, the feedback has not always been comprehensive. 360 degree feedback increases the circle of feedback and includes not only the manager's comments, but also peer evaluation, self evaluation and direct reports. What results at the conclusion of this process is a comprehensive report that provides the individual with a comparison between how they perceive their performance and that of their associates. This report will then allow them to make any necessary changes through a targeted 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 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. Any survey that is conducted should relate to the companies ethos and the competencies that they are looking for, addressing the skills necessary to attain individual and company success.
3. All those involved in the rating process are required to attend a 360 orientation. This is where they will learn that 360 is to be used only as a developmental tool and not for performance appraisal. The confidentiality of responses and the process of surveys is to be stressed, reassuring both the "raters" and those being rated.
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. If any coaching has to be completed it is given to those who require it. A good coach stays impartial and is concerned with helpful and realistic goal setting. It is possible for managers to become involved in coaching as it has the ability to reinforce skills that have been attained and guarantees that they remain accountable.
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. - 15254
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.
