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.
So, why is 360 degree feedback used? It has been generated from the requirement to provide an increase in frequency and quality of feedback to employees. This is in addition to the annual appraisal where the employee visit's the manager's office to be given a summary of their strengths and weaknesses.
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. The senior management has to take ownership of the process and be supportive of its realisation. As well, employees have to obtain the necessary skills to be able to provide feedback that is useful. The most important factor is that the managers should be prepared to utilise the skills they have acquired in the provision of coaching if and when it is required.
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. 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 questionnaire or survey is completed. The majority of these surveys are completed online with special encryption software that allows for secure 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. 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.
So, why is 360 degree feedback used? It has been generated from the requirement to provide an increase in frequency and quality of feedback to employees. This is in addition to the annual appraisal where the employee visit's the manager's office to be given a summary of their strengths and weaknesses.
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. The senior management has to take ownership of the process and be supportive of its realisation. As well, employees have to obtain the necessary skills to be able to provide feedback that is useful. The most important factor is that the managers should be prepared to utilise the skills they have acquired in the provision of coaching if and when it is required.
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. 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 questionnaire or survey is completed. The majority of these surveys are completed online with special encryption software that allows for secure 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. 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.
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.
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