We all enjoy getting 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 get feedback that is considered to be the major contributor to their decision to leave their job, 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 help them to boost their performance levels.
So, why do we have 360 degree feedback? This idea has resulted from a need to increase both the frequency and quality of feedback to individual employees. It is more than the usual annual appraisal, where you visit the manager’s office to be told what you are doing well and how you can improve.
Throughout time it has been the role of the manager to provide 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 the perception of their associates. This report will then allow them to make any necessary adjustments through a targeted improvement plan.
There are a number of positive aspects to 360 degree feedback: the insight 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 an enhanced level of skill and great experience.
What elements make the 360 degree feedback process successful?
There are six components.
1. Senior management must have ownership of the process and be supportive of 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 offer any relevant ongoing coaching.
2. Each survey carried out should have a link with the ethos of the business and any revelant skills sought and considered necessary for the success of both the business and the individual.
3. Each 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 must never be used in performance appraisal, but only as a developmental tool. The importance of confidentiality is emphasised to assure those who are being rated and those doing the rating.
4. A questionnaire or survey is completed. Most of these surveys are completed online with special encryption software that allows for secure data collection.
5. These surveys are organised into a report, including any comments made verbatim and given to the individual. The report should be in an easy to read format. Senior management is usually provided with a group summary report where numeric ratings are tallied to indicate strengths and weaknesses of the group. This information can then be used to make decisions regarding training initiatives that match the needs of the group.
6. Coaching that is thought to be necessary for improvements is then given to those requiring it. Impartiality is one of the best qualities of an effective coach as is their ability to focus on achievable, 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, how can this assist your company? It all depends on how much you are willing to put into the procedure. The amount of change is directly related to the amount of feedback given and to the level of assistance that is provided. 360 degree feedback can be a very powerful tool to engender the feedback required to make those changes in your organisation.
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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.
